Network Administrator III

Requisition #: NETWO003723

Job Title: Network Administrator III

Location: 27410 Hot Patch Rd Quantico, Virginia 22134 (Hybrid)

Clearance Level: Active DoD - Top Secret SCI

Required Certification(s):

• DoD IAT II Level II Certification.
• Professional Series Certification (e.g. CCNA, JNCIA-Junos, Fortinet-NSE 4, Palo Alto-PCNSA.)

SUMMARYThe successful candidate will provide Tier II Network Administration support to a global enterprise network. They will be exposed to and have the ability to grow their skills in routing/switching, firewalls, and proxy services.

Senior Network Administrator serves as the Subject Matter Expert (SME) for all core network systems, serving as Tier II echelon support for network IA devices to all units within a global enterprise network. In conjunction with other integrated teams, Tier II also provides planning for enterprise IA boundaries for the installation and configuration of all IA network devices located throughout the enterprise, acting as a two-way conduit by consulting with and providing technical guidance to other client sections regarding the testing, planning, and implementation of new network IA devices, as well as facilitating the transition of new capabilities to operations when appropriate. Tier II SME's also assist with the review of external or development of internal policies and plans related to enterprise operations in order to ensure standardization and compliance with Network Operations requirements throughout the organization. The candidate will be expected to attend weekly Tier II section meetings with client staff to provide verbal and written updates related to Tier II tasks; problems they have encountered in the past week; and plans for the coming week task completion.

JOB DUTIES AND RESPONSIBILITIES

• Operate and maintain the network management and information architecture.
• Migrate users from the legacy networks.
• Maintain systems on-site in accordance with the original equipment manufacturers (OEM) recommended engineering and maintenance practices.
• Perform preventive maintenance, during non-core hours on the system including scheduled preventive maintenance such as periodic tests, inspections, and all other preventive maintenance services/practices recommended by the OEM and as specified SOPs.
• Perform maintenance after notification that equipment is inoperative and or malfunctioning.
• Provide service personnel trained and certified by the respective OEMs sufficient to ensure system performance and compliance with the maintenance requirements.
• Ensure all equipment is maintained in accordance with Original Equipment Manufacturer (OEM) guidelines, SOPs.

QUALIFICATIONS

Required Certifications

• DoD IAT II Level II Certification.
• Professional Series Certification (e.g. CCNA, JNCIA-Junos, Fortinet-NSE 4, Palo Alto-PCNSA.)

Education, Background, and Years of Experience

• 3 years related networking experience.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills

• Routing/Switching troubleshooting experience.

WORKING CONDITIONS

Environmental Conditions

• Contractor site with 0%-10% travel possible. Possible off-hours work to support releases and outages. General office environment. Work is generally sedentary in nature, but may require standing and walking for up to 10% of the time. The working environment is generally favorable. Lighting and temperature are adequate, and there are not hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment, with standard office equipment available. May require racking of routing and switching equipment, assistance is available.

Strength Demands

• Light - 20 lbs. Maximum lifting with frequent lift/carry up to 10 lbs. A job is light if less lifting is involved but significant walking/standing is done or if done mostly sitting but requires push/pull on arm or leg controls.

Physical Requirements

• Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; Push or Pull; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).

About Us!

Agile Defense provides leading-edge Digital Transformation solutions to support and advance our customers' mission. We deliver innovative and high-quality services to our customers worldwide through an empowered and engaged workforce.

Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. We believe several attributes are the root of our very best employees and extraordinary culture. We have named these attributes "The 6 H's" - Happy, Helpful, Honest, Humble, Hungry, and Hustle.

• Happy: We exhibit a positive outlook in order to create a positive environment.
• Helpful: We assist each other and pull together as teammates to deliver.
• Honest: We conduct our business with integrity.
• Humble: We recognize that success is not achieved alone, that there is always more to learn, and that no task is below us.
• Hungry: We desire to consistently improve.
• Hustle: We work hard and get after it.

These Core Values are present in all our employees and our organization's aspects. Learn more about us and our culture by visiting us here.

COVID-19 Vaccination Requirements

Agile Defense is subject to federal vaccine mandates or other customer/facility vaccination requirements as a federal contractor. As such, to protect its employees' health and safety and comply with customer requirements, Agile Defense may require employees in certain positions to be fully vaccinated against COVID-19. Vaccination requirements will depend on the status of the federal contractor mandate and customer site requirements.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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 the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)