We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law.
Eagle Harbor Solutions
EHS Washington DC
Eagle Harbor Solutions
is hiring an Agile Coach who processes Agile methodology and continuous software delivery knowledge as well as working knowledge and experience with SCRUM principles and digital tools. The goal of the Agile Coach is to lead an organizational transformation from a predominately waterfall systems development life cycle to a dynamic Agile/Scrum centric application development practice. This is a direct, full time position with our company, working at our customer's site in Washington DC.
We offer competitive compensation and an extraordinary benefits package including health, dental and vision insurance, 401K with company matching, flexible spending accounts, paid holidays, three weeks paid time off, and more.
Develop Agile Adoption Strategy
: The Agile Coach is responsible for designing a strategy for the organizational to transform a Waterfall centric development environment to the adoption of Agile/Scrum. This includes every stage of adoption, from the introduction of Agile and employee education, to fostering teams and cultures that practice Agile, to sustaining Agile methodologies and continually offering strategies for improvement.
: The Agile/Scrum Coach will educate employees at all levels, including management and stakeholders, on Agile principles, providing them with tools for implementing the process in their own work. Provide training sessions and teach valuable skills that lead toward the organization-wide adoption of the Agile methodology.
This will include developing clearly defined responsibilities for the key actors, including:
Scrum Team Members
Developers, Testers, System Administrators
Implement Agile Methodology
: Execute the Agile Adoption Strategy and implement the Agile/Scrum process, principles, and practices across all levels and departments. The Agile Coach must use techniques that increase collaboration, predictability, transparency and promote a culture of experimentation and innovation. In order to do this, the Agile/Scrum Coach must also embody the Agile/Scrum principles and lead by example.
: As a mentor, the Scrum Coach is responsible for guiding teams into the Agile methodology, providing team members with feedback and means of improvement. They provide hands-on support through daily Scrum participation with active Scrum teams, collaborating, leading teams toward further understanding and adoption of Agile methodology. This will require ongoing active participation with multiple Scrum Teams in:
Product Backlog Creation
User Story Development
Sprint Planning and Sprint Backlog Creation
Development of Acceptance Criteria
Testing and Product Demonstration
Sprint Retrospective and Next Sprint Planning
Scrum Alliance Certified Enterprise Coach? (CEC) or actively pursuing certification
Certified Scrum Master (CSM) or similar
Experience leading an enterprise level Agile transformation effort
Experience coaching teams in Agile adoption within large multidiscipline organization
4 years' experience as a Scrum Master
Successful history of being both an educator and a coach, with great interpersonal skills, teaching abilities, and a capacity to inspire and motivate
Experience in Human Resources application development
Background or coursework in Computer Science
Bachelor's degree required
Active Secret clearance required
Development experience with relevant programming languages / platforms:
Working Environment & Conditions
This position is primarily indoors, consistent with a standard office position and has a noise level of mostly low to moderate. The incumbent is required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; talk and hear. The work load may require the incumbent to sit for extended periods of time. The incumbent must be able to read, do simple math calculations and withstand moderate amounts of stress. The incumbent must occasionally lift and/or move up to 25 lbs. Specific vision abilities required by the job include close vision, distance vision, color vision, depth perception, and the ability to adjust focus.
Our Equal Employment Opportunity Policy
The company is an equal opportunity employer. The company shall not discriminate against any employee or applicant because of race, color, religion, creed, sex, sexual orientation, gender or gender identity (except where gender is a bona fide occupational qualification), national origin, age, disability, military/veteran status, marital status, genetic information or any other factor protected by law. We are committed to equal employment opportunity in all decisions related to employment, promotion, wages, benefits and all other privileges, terms and conditions of employment.
The company is dedicated to seeking all qualified applicants. If you require an accommodation to navigate or to apply to a position on our website, please contact Heaven Wood via e-mail at firstname.lastname@example.org or by calling 703-488-9377 to request accommodations. This contact information is used for accommodation requests only and cannot be used to inquire on a status of your application.
About our Company
Eagle Harbor Solutions LLC, an 8(a) certified company, is a wholly owned subsidiary of Koniag, Inc., an Alaska Native Regional Corporation and part of the Koniag Government Services Sector. EHS provides a range of professional services for cyber intelligence and information technologies capabilities to the Federal Government, Civilian, and commercial markets to further the nation's national security and civilian service missions. Eagle Harbor addresses some of our country's most pressing challenges in the areas of Cyber Intelligence, Business Analysis, Emergency Preparedness and Contingency Planning.
Our Equal Opportunity Policy
EOE Minorities/Female/Protected Veterans/Disabled. Shareholder Preference in accordance with Public Law 88-352
This position is currently accepting applications.
The Kodiak Alutiiq story began more than 7,500 years ago, when daring paddlers in skin covered boats left the security of the Alaska mainland to explore a distant island. Who were these people? Some think they were the descendants of interior Alaskan caribou hunters who adapted to life on the coast. Others argue that they were members of an ancient seafaring culture with ancestral ties to the shores of Siberia. Whatever the answer, both Alutiiq legends and ancient settlements on the Alaska Peninsula suggest people colonized Kodiak from the west. From first settlement, Kodiak’s residents were skilled mariners, dependent on the sea for the necessities of life. Over 7,000 years, small, mobile, tent-dwelling bands developed into prosperous, permanent villages through human ingenuity. In response to climate change, population growth, and pressures imposed by neighboring societies, Alutiiqs learned to harvest resources with increasing efficiency. They made more effective hunting tools, captured fish in larger quantities, processed foods for storage, and organized community labor – creating the powerful chiefdoms encountered by Russian traders in the eighteenth century. Classical Alutiiq Society By AD 1200, Alutiiq society flourished in every corner of the archipelago. Spread from Shuyak to Tugidak, the population may have reached 10,000. Whaling villages and fishing communities sheltered extended families, who lived in large, multi-roomed sod houses. Chiefs and their families were the central figures of village life. Leaders, who inherited positions of authority from the previous generation, organized labor to ensure the harvest of huge quantities of natural resources for food, barter, and festival. To maintain their prestige, chiefs traveled long distances to visit and trade. In huge open skin boats, a wealth of Kodiak resources – hard black slate, red salmon, bear hides, and spruce root, were transported to the mainland and exchanged for antler, ivory, horn, animal pelts and exotic stone. Peaceful trading was interspersed with conflict. Chiefs initiated raiding parties, traveling hundreds of miles to avenge insult and invade rival communities for plunder and slaves. During the dark winter months, the products of summer subsistence activities, trade, and warfare were invested in the community through public displays of prowess. Priests and shamans— specialists in the arts of ceremony and communication with the powerful spirit world— were hired to organize winter festivals. By honoring the events of the year, displaying their wealth through lavish feasts and gift giving, honoring ancestors, and thanking the spirit world, the Alutiiq elite perpetuated their status and provided for the economic, social, and spiritual needs of their communities.