{"schemaVersion":"jobsearcher.job.v1","id":"d90a9e7b3b78c55f71e7aa00","url":"https://jobsearcher.com/jobs/d90a9e7b3b78c55f71e7aa00","canonicalUrl":"https://jobsearcher.com/jobs/d90a9e7b3b78c55f71e7aa00","title":"Engineering Program Manager","description":"Description\n\nLeidos is seeking an Engineering Program Manager (EPM) to join the Air Traffic Business Area within the Homeland Sector, supporting the development of the Leidos Common Automation Platform (L-CAP). L-CAP is a mission-critical, future-ready automation platform built on a hybrid cloud data mesh architecture, enabling next-generation air traffic management capabilities. As a second-line engineering manager, you will serve as the matrix leader for engineering management across an Agile Release Train of approximately 110 personnel — managing the People Managers who lead engineering teams, and owning workforce planning, organizational design, and engineering talent strategy for your ART. You report to the Chief Engineering Program Manager. We are building with an AI-first engineering mindset, embracing emerging AI capabilities and modern development practices to accelerate delivery, improve software quality, and continuously evolve how we design and build mission-critical systems. This position supports government programs and requires the ability to obtain and maintain a favorable Public Trust investigation.\n\nThis role is part of a growing program, and hiring will depend on available funding. We review applications on a rolling basis, but the timeline for interviews and offers may vary. In some cases, we may extend contingent offers that become active once funding is confirmed.\n\nThis position is located in Gaithersburg, MD; Egg Harbor Township, NJ; or Eagan, MN. This is an opportunity to contribute to projects that impact millions of air travelers.\n\nThis is a hybrid position requiring 3 days onsite and 2 days remote work. Candidates should reside a commutable distance to one of the above locations.\n\nWhat You'll Do\n\nServe as second-line engineering manager for an ART of ~110 personnel, directly managing 4–6 People Managers who lead engineering teams\n\nOwn workforce planning and organizational design for the ART including team structure, headcount allocation, and skill mix optimization\n\nDrive engineering staffing decisions including hiring priorities, requisition development, and candidate selection governance\n\nManage engineering talent pipeline ensuring the ART maintains adequate bench strength, succession depth, and critical-skill coverage\n\nOversee career development strategy for engineering managers, ensuring People Managers are equipped to grow and retain their teams\n\nGovern performance management across the ART — calibrate ratings, align recognition, and ensure equitable evaluation standards\n\nMake cross-team resource allocation and rotation decisions to balance workload, develop talent, and address skill gaps\n\nPartner with the RTE and ART Product Manager on capacity planning, ensuring staffing aligns with delivery priorities\n\nOwn engineering headcount budget and labor forecasting for the ART, coordinating with program finance on variance and projections\n\nDrive retention strategy including compensation alignment, engagement initiatives, and attrition risk mitigation\n\nManage organizational change including team restructuring, role transitions, and onboarding/offboarding of engineering personnel\n\nAlign engineering workforce composition with modernization priorities ensuring critical skill sets are developed and retained as legacy expertise transitions to cloud-native competencies\n\nDevelop workforce transition plans supporting engineering personnel reskilling from legacy ATC systems to modern distributed service architectures\n\nCoordinate engineering resource strategy across ART boundaries ensuring program-wide workforce balance and avoiding single-point-of-failure dependencies\n\nChampion an AI-first engineering culture by identifying and applying AI-assisted development capabilities, automation, and emerging software engineering practices that improve developer productivity, code quality, testing, and delivery.\n\nCore Technical Qualifications:\n\nBachelor’s degree with 8+ years of engineering management experience including 3+ years as a second-line manager (managing managers)\n\nDemonstrated experience building, scaling, and retaining engineering organizations of 75+ personnel in a matrixed environment\n\nWorkforce planning expertise including headcount forecasting, skill gap analysis, and organizational design\n\nEngineering talent acquisition governance including requisition strategy, interview processes, and hiring decisions\n\nPerformance management at scale including calibration, promotion governance, and compensation planning\n\nExperience managing engineering managers and developing management capability within technical organizations\n\nResource allocation and capacity management across multiple concurrent engineering teams\n\nBudget management including labor cost forecasting, variance analysis, and headcount planning\n\nEffective stakeholder management across program leadership, HR business partners, and talent acquisition\n\nAbility to obtain and maintain a Public Trust clearance; US citizenship required; subject to government background investigation\n\nExperience managing workforce transitions in software-intensive modernization programs including skill migration and team restructuring\n\nUnderstanding of engineering competency frameworks and career ladder design for software and systems engineering disciplines\n\nAbility to obtain and maintain a Public Trust\n\nU.S. citizenship required\n\nSuccessful completion of background investigations as required by the government customer\n\nPreferred / Desired Qualifications\n\nAviation, FAA, or defense sector engineering management experience\n\nSAFe or Agile organizational leadership experience (Lean Portfolio Management, Agile HR)\n\nExperience leading engineering organizations through technology transformation (legacy to cloud-native)\n\nTechnical background in software or systems engineering providing credibility with engineering staff\n\nTalent development program design including mentoring frameworks, rotation programs, and technical leadership pipelines\n\nMatrix organization leadership with influence across functional and delivery boundaries\n\nExperience with engineering workforce analytics, retention modeling, and engagement measurement\n\nFamiliarity with government contract staffing constraints including labor category alignment and clearance requirements\n\nWhy Leidos?\n\nYou’ll work on systems where performance, precision, and reliability matter — every second. This is not experimental AI for prototypes. This is disciplined, responsible AI applied to mission-critical software that supports national infrastructure.\n\nIf you’re excited by solving complex problems in regulated, real-world environments — and using AI as a force multiplier rather than a shortcut — we’d like to talk.\n\nATMC\n\nIf you're looking for comfort, keep scrolling. At Leidos, we outthink, outbuild, and outpace the status quo — because the mission demands it. We're not hiring followers. We're recruiting the ones who disrupt, provoke, and refuse to fail. Step 10 is ancient history. We're already at step 30 — and moving faster than anyone else dares.\n\nOriginal Posting:\nAugust 21, 2026\n\nFor U.S. Positions: While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above.\n\nPay Range:\nPay Range $131,300.00 - $237,350.00\n\nThe Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.\n\nAbout Leidos\n\nLeidos is an industry and technology leader serving government and commercial customers with smarter, more efficient digital and mission innovations. Headquartered in Reston, Virginia, with 47,000 global employees, Leidos reported annual revenues of approximately $16.7 billion for the fiscal year ended January 3, 2025. For more information, visit www.Leidos.com.\n\nPay and Benefits\n\nPay and benefits are fundamental to any career decision. That's why we craft compensation packages that reflect the importance of the work we do for our customers. Employment benefits include competitive compensation, Health and Wellness programs, Income Protection, Paid Leave and Retirement. More details are available at www.leidos.com/careers/pay-benefits.\n\nSecuring Your Data\n\nBeware of fake employment opportunities using Leidos’ name. Leidos will never ask you to provide payment-related information during any part of the employment application process (i.e., ask you for money), nor will Leidos ever advance money as part of the hiring process (i.e., send you a check or money order before doing any work). Further, Leidos will only communicate with you through emails that are generated by the Leidos.com automated system – never from free commercial services (e.g., Gmail, Yahoo, Hotmail) or via WhatsApp, Telegram, etc. If you received an email purporting to be from Leidos that asks for payment-related information or any other personal information (e.g., about you or your previous employer), and you are concerned about its legitimacy, please make us aware immediately by emailing us at LeidosCareersFraud@leidos.com.\n\nIf you believe you are the victim of a scam, contact your local law enforcement and report the incident to the U.S. Federal Trade Commission.\n\nCommitment to Non-Discrimination\n\nAll qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family structure, marital status, ancestry, domestic partner status, sexual orientation, gender identity or expression, veteran or military status, or any other basis prohibited by law. Leidos will also consider for employment qualified applicants with criminal histories consistent with relevant laws.","company":"Leidos","rawCompany":"leidos","city":"Northfield","state":"NJ","isRemote":false,"isActive":true,"createdAt":"2026-08-24T11:31:18.524Z","occupations":[{"code":"11-9041.00","title":"Architectural and Engineering Managers","slug":"architectural-and-engineering-managers"},{"code":"13-1082.00","title":"Project Management Specialists","slug":"project-management-specialists"},{"code":"17-2199.00","title":"Engineers, All Other","slug":"engineers-all-other"}],"industries":[{"code":"541330","title":"Engineering Services","slug":"engineering-services"},{"code":"541512","title":"Computer Systems Design Services","slug":"computer-systems-design-services"},{"code":"541511","title":"Custom Computer Programming Services","slug":"custom-computer-programming-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Engineering Program Manager","description":"Description\n\nLeidos is seeking an Engineering Program Manager (EPM) to join the Air Traffic Business Area within the Homeland Sector, supporting the development of the Leidos Common Automation Platform (L-CAP). L-CAP is a mission-critical, future-ready automation platform built on a hybrid cloud data mesh architecture, enabling next-generation air traffic management capabilities. As a second-line engineering manager, you will serve as the matrix leader for engineering management across an Agile Release Train of approximately 110 personnel — managing the People Managers who lead engineering teams, and owning workforce planning, organizational design, and engineering talent strategy for your ART. You report to the Chief Engineering Program Manager. We are building with an AI-first engineering mindset, embracing emerging AI capabilities and modern development practices to accelerate delivery, improve software quality, and continuously evolve how we design and build mission-critical systems. This position supports government programs and requires the ability to obtain and maintain a favorable Public Trust investigation.\n\nThis role is part of a growing program, and hiring will depend on available funding. We review applications on a rolling basis, but the timeline for interviews and offers may vary. In some cases, we may extend contingent offers that become active once funding is confirmed.\n\nThis position is located in Gaithersburg, MD; Egg Harbor Township, NJ; or Eagan, MN. This is an opportunity to contribute to projects that impact millions of air travelers.\n\nThis is a hybrid position requiring 3 days onsite and 2 days remote work. Candidates should reside a commutable distance to one of the above locations.\n\nWhat You'll Do\n\nServe as second-line engineering manager for an ART of ~110 personnel, directly managing 4–6 People Managers who lead engineering teams\n\nOwn workforce planning and organizational design for the ART including team structure, headcount allocation, and skill mix optimization\n\nDrive engineering staffing decisions including hiring priorities, requisition development, and candidate selection governance\n\nManage engineering talent pipeline ensuring the ART maintains adequate bench strength, succession depth, and critical-skill coverage\n\nOversee career development strategy for engineering managers, ensuring People Managers are equipped to grow and retain their teams\n\nGovern performance management across the ART — calibrate ratings, align recognition, and ensure equitable evaluation standards\n\nMake cross-team resource allocation and rotation decisions to balance workload, develop talent, and address skill gaps\n\nPartner with the RTE and ART Product Manager on capacity planning, ensuring staffing aligns with delivery priorities\n\nOwn engineering headcount budget and labor forecasting for the ART, coordinating with program finance on variance and projections\n\nDrive retention strategy including compensation alignment, engagement initiatives, and attrition risk mitigation\n\nManage organizational change including team restructuring, role transitions, and onboarding/offboarding of engineering personnel\n\nAlign engineering workforce composition with modernization priorities ensuring critical skill sets are developed and retained as legacy expertise transitions to cloud-native competencies\n\nDevelop workforce transition plans supporting engineering personnel reskilling from legacy ATC systems to modern distributed service architectures\n\nCoordinate engineering resource strategy across ART boundaries ensuring program-wide workforce balance and avoiding single-point-of-failure dependencies\n\nChampion an AI-first engineering culture by identifying and applying AI-assisted development capabilities, automation, and emerging software engineering practices that improve developer productivity, code quality, testing, and delivery.\n\nCore Technical Qualifications:\n\nBachelor’s degree with 8+ years of engineering management experience including 3+ years as a second-line manager (managing managers)\n\nDemonstrated experience building, scaling, and retaining engineering organizations of 75+ personnel in a matrixed environment\n\nWorkforce planning expertise including headcount forecasting, skill gap analysis, and organizational design\n\nEngineering talent acquisition governance including requisition strategy, interview processes, and hiring decisions\n\nPerformance management at scale including calibration, promotion governance, and compensation planning\n\nExperience managing engineering managers and developing management capability within technical organizations\n\nResource allocation and capacity management across multiple concurrent engineering teams\n\nBudget management including labor cost forecasting, variance analysis, and headcount planning\n\nEffective stakeholder management across program leadership, HR business partners, and talent acquisition\n\nAbility to obtain and maintain a Public Trust clearance; US citizenship required; subject to government background investigation\n\nExperience managing workforce transitions in software-intensive modernization programs including skill migration and team restructuring\n\nUnderstanding of engineering competency frameworks and career ladder design for software and systems engineering disciplines\n\nAbility to obtain and maintain a Public Trust\n\nU.S. citizenship required\n\nSuccessful completion of background investigations as required by the government customer\n\nPreferred / Desired Qualifications\n\nAviation, FAA, or defense sector engineering management experience\n\nSAFe or Agile organizational leadership experience (Lean Portfolio Management, Agile HR)\n\nExperience leading engineering organizations through technology transformation (legacy to cloud-native)\n\nTechnical background in software or systems engineering providing credibility with engineering staff\n\nTalent development program design including mentoring frameworks, rotation programs, and technical leadership pipelines\n\nMatrix organization leadership with influence across functional and delivery boundaries\n\nExperience with engineering workforce analytics, retention modeling, and engagement measurement\n\nFamiliarity with government contract staffing constraints including labor category alignment and clearance requirements\n\nWhy Leidos?\n\nYou’ll work on systems where performance, precision, and reliability matter — every second. This is not experimental AI for prototypes. This is disciplined, responsible AI applied to mission-critical software that supports national infrastructure.\n\nIf you’re excited by solving complex problems in regulated, real-world environments — and using AI as a force multiplier rather than a shortcut — we’d like to talk.\n\nATMC\n\nIf you're looking for comfort, keep scrolling. At Leidos, we outthink, outbuild, and outpace the status quo — because the mission demands it. We're not hiring followers. We're recruiting the ones who disrupt, provoke, and refuse to fail. Step 10 is ancient history. We're already at step 30 — and moving faster than anyone else dares.\n\nOriginal Posting:\nAugust 21, 2026\n\nFor U.S. Positions: While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above.\n\nPay Range:\nPay Range $131,300.00 - $237,350.00\n\nThe Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.\n\nAbout Leidos\n\nLeidos is an industry and technology leader serving government and commercial customers with smarter, more efficient digital and mission innovations. Headquartered in Reston, Virginia, with 47,000 global employees, Leidos reported annual revenues of approximately $16.7 billion for the fiscal year ended January 3, 2025. For more information, visit www.Leidos.com.\n\nPay and Benefits\n\nPay and benefits are fundamental to any career decision. That's why we craft compensation packages that reflect the importance of the work we do for our customers. Employment benefits include competitive compensation, Health and Wellness programs, Income Protection, Paid Leave and Retirement. More details are available at www.leidos.com/careers/pay-benefits.\n\nSecuring Your Data\n\nBeware of fake employment opportunities using Leidos’ name. Leidos will never ask you to provide payment-related information during any part of the employment application process (i.e., ask you for money), nor will Leidos ever advance money as part of the hiring process (i.e., send you a check or money order before doing any work). Further, Leidos will only communicate with you through emails that are generated by the Leidos.com automated system – never from free commercial services (e.g., Gmail, Yahoo, Hotmail) or via WhatsApp, Telegram, etc. If you received an email purporting to be from Leidos that asks for payment-related information or any other personal information (e.g., about you or your previous employer), and you are concerned about its legitimacy, please make us aware immediately by emailing us at LeidosCareersFraud@leidos.com.\n\nIf you believe you are the victim of a scam, contact your local law enforcement and report the incident to the U.S. Federal Trade Commission.\n\nCommitment to Non-Discrimination\n\nAll qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family structure, marital status, ancestry, domestic partner status, sexual orientation, gender identity or expression, veteran or military status, or any other basis prohibited by law. Leidos will also consider for employment qualified applicants with criminal histories consistent with relevant laws.","datePosted":"2026-08-24T11:31:18.524Z","dateModified":"2026-08-24T11:31:18.524Z","hiringOrganization":{"@type":"Organization","name":"Leidos","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Northfield","addressRegion":"NJ","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"d90a9e7b3b78c55f71e7aa00"},"url":"https://jobsearcher.com/jobs/d90a9e7b3b78c55f71e7aa00"}}