Security Control Assessment Lead

Security Control Assessment LeadMain location: United States, District of Columbia, WashingtonAlternate Locations: United States, Virginia, Fairfax; United States, Louisiana, Lafayette; United States, Tennessee, KnoxvilleThe 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.Duties and ResponsibilitiesLead comprehensive control testing, including cloud, hybrid, and classified system assessmentsDevelop SAPs, assess security controls, validate control inheritance, and produce SARsConduct HVA assessments and support DHS/OMB complianceEvaluate AI models for algorithmic bias, adversarial vulnerabilities, and explainabilityValidate remediation effectiveness and POA&M closure accuracySupport ATO packages with documented risk findings and recommendationsProvide independent verification of security engineering outcomesQualificationsBachelor's degree in Cybersecurity or related field9+ years of security control assessment experienceExperience with NIST SP 800‑115, MITRE ATT&CK, CNSSI 1253Additional QualificationsCAP or CISSP certificationExperience supporting FedRAMP High, HVA, or national security systemsFamiliarity with AI testing and red teamingSkillsAnalytical ThinkingCyberArchitecture AI & DataRisk managementSecurity Infrastr Service CtrCGI 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 $127,500.00 – $276,200.00.BenefitsCompetitive compensationComprehensive insurance optionsMatching contributions through the 401(k) plan and the share purchase planPaid time off for vacation, holidays, and sick timePaid parental leaveLearning opportunities and tuition assistanceWellness and wellbeing programsQualified 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_Employment_Compliance@cgi.com . You will need to reference the Position ID of 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 ID will 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.#J-18808-Ljbffr

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