Security Control Assessment Lead

Security Control Assessment Lead

Main location: United States, District of Columbia, Washington

Alternate Locations: United States, Virginia, Fairfax;
United States, Louisiana, Lafayette;
United States, Tennessee, Knoxville

The Security Control Assessor III is the senior authority for complex security assessments across Treasury systems, providing independent evaluation of NIST SP 800‑53 control implementations and authoritative risk determinations for Authorizing Officials. This role ensures rigorous assessment quality, FedRAMP/Cloud evaluation expertise, and high impact analysis for system authorization and enterprise compliance.

This position is located in our Fairfax, VA or Lafayette, LA or Knoxville, TN office; however, a hybrid working model is acceptable.

• Lead comprehensive control testing, including cloud, hybrid, and classified system assessments
• Develop SAPs, assess security controls, validate control inheritance, and produce SARs
• Conduct HVA assessments and support DHS/OMB compliance
• Evaluate AI models for algorithmic bias, adversarial vulnerabilities, and explainability
• Validate remediation effectiveness and POA&M closure accuracy
• Support ATO packages with documented risk findings and recommendations
• Provide independent verification of security engineering outcomes

• Bachelor's degree in Cybersecurity or related field
• 9+ years of security control assessment experience
• Experience with NIST SP 800‑115, MITRE ATT&CK, CNSSI 1253

• CAP or CISSP certification
• Experience supporting FedRAMP High, HVA, or national security systems
• Familiarity with AI testing and red teaming

• Analytical Thinking
• Cyber
• Architecture AI & Data
• Risk management
• Security Infrastr Service Ctr

CGI is required by law in some jurisdictions to include a reasonable estimate of the compensation range for this role. The determination of this range includes various factors not limited to skill set, level, experience, relevant training, and licensure and certifications. To support the ability to reward for merit based performance, CGI typically does not hire individuals at or near the top of the range for their role.

Compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range for this role in the U.S. is $ – $.

• Competitive compensation
• Comprehensive insurance options
• Matching contributions through the 401(k) plan and the share purchase plan
• Paid time off for vacation, holidays, and sick time
• Paid parental leave
• Learning opportunities and tuition assistance
• Wellness and wellbeing programs

Qualified applicants will receive consideration for employment without regard to their race, ethnicity, ancestry, color, sex, religion, creed, age, national origin, citizenship status, disability, pregnancy, medical condition, military and veteran status, marital status, sexual orientation or perceived sexual orientation, gender identity, and gender expression, familial status or responsibilities, reproductive health decisions, political affiliation, genetic information, height, weight, or any other legally protected status or characteristics to the extent required by applicable federal, state, and/or local laws where we do business.

CGI provides reasonable accommodations to qualified individuals with disabilities. If you need an accommodation to apply for a job in the U.S., please email the CGI U.S. Employment Compliance mailbox at US_ . You will need to reference the Position  the position in which you are interested. Your message will be routed to the appropriate recruiter who will assist you. Please note, this email address is only to be used for those individuals who need an accommodation to apply for a job.

Emails for any other reason or those that do not include a Position  not be returned.

CGI will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with CGI’s legal duty to furnish information.