The Engineering Execution Manager reports to the BASE Execution Lead and holds supervisory authority over the Execution engineering staff without hierarchical direct reports. The BASE Execution Lead sets pillar strategy along with Delivery and Technical Authority pillars and the Execution Manager makes sure resources are engaged and delivering per the set standard.
The role supports BASE’s flat Execution pillar over a traditional multi-manager layer. The Engineering Execution Manager coordinates a single engineering community across functional skilled groups rather than fragmenting people-management across multiple discipline leads. This design keeps the organization integrated and prevents functional silos. The Engineering Execution Manager must sustain that integration under load.
The successful candidate will work at the intersection of engineering supervision, workforce planning, performance management, and matrix-program operations. The role requires both people-leadership judgment and operational discipline. Candidates must be capable of supervising senior engineering staff from multiple disciplines, running a structured performance-feedback cycle that synthesizes input from Delivery Program Managers and Value Stream Technical Leads, forecasting and reporting on utilization against a complex deliverable portfolio, and partnering credibly with Director-level leadership on hiring, succession, and workforce development.
Location: Herndon, VA
Key Responsibilities
Supervise approximately 30 engineers across seven functional competency groups in the BASE DNA Execution pillar, holding operational supervisory authority without hierarchical reporting lines.
Conduct monthly one-on-one performance check-ins with every engineer in the pillar, documenting outcomes in a written record that feeds the BASE Execution Lead's annual review packet.
Gather structured performance input each cycle from three sources: delivery feedback from the Delivery Program Managers, technical feedback from the Technical Authority Leads, and professional and behavioral observations from direct engagement.
Flag performance concerns to the BASE Execution Lead within the cycle they appear, not at year-end, and coach engineers on day-to-day professional conduct, workload, and development.
Produce a rolling 90-day staffing forecast for the Execution pillar, identifying capacity gaps, skill shortages, training needs, and succession risks before they affect delivery commitments.
Produce weekly utilization reports covering every engineer in the pillar, tracking time by lane and deliverable, and identifying under-utilization, over-utilization, and misalignment between skill and assignment.
Maintain the resource allocation matrix as a living document, keeping engineer-to-deliverable mappings current as projects start, shift, and close, and reconciling the matrix against delivery and Technical Authority priorities.
Own the engineer onboarding experience end to end, pairing new engineers with mentors in their functional group, confirming access and tooling and training, and reviewing onboarding effectiveness at the 30-day, 60-day, and 90-day marks.
Approve PTO requests across the pillar, orchestrate coverage for scheduled and unscheduled absence, and escalate conflicts to the BASE Execution Lead when coverage cannot be arranged without affecting delivery commitments.
Approve weekly timesheets for every engineer in the pillar, resolve coding questions, enforce accurate charge-code attribution against the lane and deliverable structure, and partner with Finance and Contracts on billing accuracy.
Serve as the standing point of contact between the seven Execution functional groups and the BASE Execution Lead, facilitate competency sharing across groups, surface emerging practice issues to the appropriate Value Stream Technical Lead for technical governance, and prevent functional groups from drifting into silo behavior.
Partner with the BASE Execution Lead on hiring plans, prepare evidence from the forecast and utilization data to support staffing decisions, and participate in candidate interviews for Execution pillar roles.
Prepare the material that supports annual performance ratings, promotions, and compensation decisions reserved to the BASE Execution Lead, including synthesizing the three-source feedback into a review packet for each engineer.
Produce and publish operational reporting (utilization, forecast, matrix state, onboarding status) to the BASE Execution Lead, Delivery Program Managers, and Value Stream Technical Leads on an agreed cadence.
Partner with Peraton Talent Acquisition, HR, Finance, Contracts, and Security on workforce actions affecting the pillar, including requisitions, onboarding, clearance renewals, offboarding, and billing reconciliation.
Qualifications
Required Qualifications
12 years of experience, may have supervisory or management experience
US Citizenship with the ability to obtain/maintain a Public Trust Clearance.
Minimum of 5 years supervising engineering or technical staff in a matrixed program environment, with demonstrated authority over performance feedback, utilization, and workforce planning.
Direct experience supervising an engineering community of 20 or more people.
Demonstrated ability to run a performance management cycle that synthesizes input from multiple feedback sources (delivery, technical, professional) into a defensible annual review.
Experience producing workforce forecasts, utilization reports, and resource allocation matrices for a complex engineering portfolio.
Experience partnering with program managers, technical leaders, and executive-level principals as a peer on hiring, succession, and workforce decisions.
Working knowledge of model-based systems engineering (MBSE), systems architecture, digital engineering, or comparable engineering disciplines sufficient to understand the work the supervised staff perform.
Experience with time-tracking systems, charge-code governance, and billing-accurate labor reporting in a federal contracting environment.
Experience managing engineer onboarding, PTO and coverage orchestration, and timesheet approval at scale.
Strong written and verbal communication skills with demonstrated ability to deliver difficult performance feedback, document decisions defensibly, and translate workforce data into actionable recommendations for technical and executive audiences.
Demonstrated judgment on when to decide, when to escalate, and when to coach — operating with real supervisory authority inside a boundary set by a Director-level principal.
Preferred Qualifications
15+ years of experience in engineering operations, engineering management, program management, or related disciplines supporting large-scale, complex federal programs.
Experience with FAA NAS systems, air traffic management, or comparable aviation infrastructure programs.
Experience supervising engineers working on complex disciplines.
Experience designing or operating a three-perspective performance management model (delivery + technical + professional) inside a matrix organization.
Experience with resource planning and workforce analytics tools (e.g., Deltek, Smartsheet, Microsoft Project, PowerBI, Tableau) at the operator level.
Experience building a performance management process from scratch or transitioning an organization from a multi-manager model to a flat supervisory structure.
INCOSE CSEP/ESEP, PMP, SHRM-CP, or related certification.
Target Salary Range $135,000 - $216,000. This represents the typical salary range for this position. Salary is determined by various factors, including but not limited to, the scope and responsibilities of the position, the individual’s experience, education, knowledge, skills, and competencies, as well as geographic location and business and contract considerations. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay.
Benefits Statement
Peraton offers eligible employees a variety of benefits including medical, dental, vision, life, health savings account, short/long term disability, EAP, parental leave, 401(k), paid time off (PTO) for vacation, and company paid holidays. A full listing of available benefits can be viewed at https://www.careers.peraton.com/benefits.
Application Statements The application period for the job is estimated to be 30 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. By applying to this job, you are expressing interest in the role and the Company. During the review of your application, you may be required to participate in an on-camera interview, as well as participate in a process to verify your identity. Use of artificial intelligence (AI) tools of any kind during Peraton interviews is strictly prohibited unless the candidate has obtained prior written authorization. All interview responses must be the candidate’s own.
- EEO
- EEO: Equal opportunity employer, including disability and protected veterans, or other characteristics protected by law.
