Hybrid AI-Driven Engineering Program Lead (110-person ART)

Leidos

Eagan (MN)

Hybrid

USD 131,000 - 237,000

Full time

3 hours ago

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Job summary

Leidos is seeking an Engineering Program Manager to join the Air Traffic Business Area within the Homeland Sector, supporting the Leidos Common Automation Platform (L-CAP). This hybrid role supports a 110-person ART and requires US citizenship and the ability to obtain Public Trust.

The EPM will lead People Managers, drive workforce planning, staffing, and talent development across the ART, coordinating with RTE and Product Manager to align delivery priorities while advancing AI-first

Qualifications

8+ years of engineering management experience including 3+ years as a second-line manager
Experience building, scaling, and retaining engineering organizations of 75+ personnel in a matrixed environment
Workforce planning, headcount forecasting, skill gap analysis, and organizational design
Engineering talent acquisition governance including requisition strategy and interview processes
Performance management at scale including calibration, promotion governance, and compensation planning
Experience managing engineering managers and developing management capability
Resource allocation and capacity management across multiple concurrent engineering teams
Budget management including labor cost forecasting, variance analysis, and headcount planning
Effective stakeholder management across program leadership, HR business partners, and talent acquisition
Ability to obtain and maintain a Public Trust clearance; US citizenship required
Experience with workforce transitions in software modernization programs
Knowledge of engineering competency frameworks and career ladder design
Familiarity with government contract staffing constraints including labor category alignment and clearance requirements

Responsibilities

Serve as second-line engineering manager for an ART of ~110 personnel, directly managing 4–6 People Managers who lead engineering teams
Own workforce planning and organizational design for the ART including team structure, headcount allocation, and skill mix optimization
Drive engineering staffing decisions including hiring priorities, requisition development, and candidate selection governance
Manage engineering talent pipeline ensuring the ART maintains adequate bench strength, succession depth, and critical-skill coverage
Oversee career development strategy for engineering managers, ensuring People Managers are equipped to grow and retain their teams
Govern performance management across the ART — calibrate ratings, align recognition, and ensure equitable evaluation standards
Make cross-team resource allocation and rotation decisions to balance workload, develop talent, and address skill gaps
Partner with the RTE and ART Product Manager on capacity planning, ensuring staffing aligns with delivery priorities
Own engineering headcount budget and labor forecasting for the ART, coordinating with program finance on variance and projections
Drive retention strategy including compensation alignment, engagement initiatives, and attrition risk mitigation
Manage organizational change including team restructuring, role transitions, and onboarding/offboarding of engineering personnel
Align engineering workforce composition with modernization priorities ensuring critical skill sets are developed and retained
Develop workforce transition plans supporting engineering personnel reskilling from legacy ATC systems to modern distributed service architectures
Coordinate engineering resource strategy across ART boundaries ensuring program-wide workforce balance and avoiding single-point-of-failure dependencies
Champion an AI-first engineering culture by identifying and applying AI-assisted development capabilities, automation, and emerging software engineering practices