Jira/Confluence Application Administrator

At Agile Defense we know that action defines the outcome and new challenges require new solutions. That's why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.

Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility-leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation's vital interests.

Requisition #: 621

Job Title: Jira/Confluence Application Administrator

Location: Bldg 5308, Sparkman Center Redstone Arsenal, Alabama 35898

Clearance Level: Active DoD - Secret

Required Certification(s):

•DoD IAT Level II certification.

SUMMARY

A full range of information technology (IT) support services is necessary to satisfy enterprise missions, goals, and objectives in the areas of IT Services, Enterprise Design/Integration/Consolidation, IT Education/Training, IT Program/Project Management, Systems Operations and Maintenance, Network Support, and embedded Information Systems Security, Cyber Security, and Information Assurance to the Program Executive Office Aviation (PEO AVN) Information Technology Support Services.

JOB DUTIES AND RESPONSIBILITIES

•Manage and maintain organization's Jira and Confluence sites with focus on ensuring that users have the right roles and privileges assigned within JIRA

•Open, manage and resolve application issues with external application vendors where necessary

•Create and maintain Jira project site configuration

•Configure ShareGate to optimize the migration process and troubleshoot technical issues

•Utilize ShareGate for content migration

•Install, configure, and maintain the applications

•Tune system performance as required

•Create and maintain technical documentation for environments, including network diagrams, installation and configuration procedures, troubleshooting guidelines, and operational procedures

•Establish and review system, application and user security controls while enforcing regulatory compliance standards

Required Certifications

•DoD IAT Level II certification.

•At least one computing environment certification, preferably a Microsoft SharePoint certification.

Education, Background, and Years of Experience

•BS degree and five years of experience with Jira and Confluence

•Experience with administering and developing software team solutions on Atlassian tools especially Jira and Confluence

•Understanding of Jira workflows, permission schemes, notification schemes, screens schemes, etc

•Responsible for configuring and managing an organization's instance of JIRA

ADDITIONAL SKILLS & QUALIFICATIONSRequired Skills

•Strong customer focus and teamwork skills.

•Flexibility to cope with a changing environment and short deadlines.

•Ability to successfully analyze, diagnose, and update existing SharePoint sites.

•Familiar with DISA application development STIGS and DoD IA requirements.

Preferred Skills

•Experience with Power BI and other apps within the Microsoft Power Platform.

•Experience using Power Automate or other flow tools.

•Experience with using SharePoint Management Shell/ PowerShell ISE

•Software development experience, including website design and development using Microsoft . NET, Visual Studio, HTML, JavaScript, JQuery, Web Services, etc.

•A fast learner with a demonstrated ability to quickly learn technologies and understand unique system requirements

WORKING CONDITIONSEnvironmental Conditions

•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.

Strength Demands

•Sedentary - 10 lbs. Maximum lifting, occasional lift/carry of small articles. Some occasional walking or standing may be required. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

Physical Requirements

•Stand or Sit; Walk; Use Hands / Fingers to Handle or Feel; See

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. What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are.

Happy - Be Infectious.

Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.

Helpful - Be Supportive.

Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.

Honest - Be Trustworthy.

Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.

Humble - Be Grounded.

Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.

Hungry - Be Eager.

Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.

Hustle - Be Driven.

Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.

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)

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