Position Purpose:

The Cybersecurity Staff Analyst is the team lead and most senior individual-contributor role on the Training and Awareness Team — the primary driver behind evolving our program from a traditional security awareness model, built around simulation pass/fail metrics and annual compliance training, into a mature Human Risk Management program that continuously adapts to real behavioral risk. This person operates with minimal oversight, exercises independent and sound judgment on ambiguous problems, and serves as a strong team lead and thought partner to the Manager — helping propel the team's strategy and key initiatives forward, without formal people-management authority or direct reports.

This person applies deep cyber threat intelligence (CTI) expertise to close the gap between what simulations measure and what actually drives real-world compromise — independently collecting, analyzing, and translating threat actor tactics, techniques, and procedures (TTPs), social engineering trends, and MITRE ATT&CK-mapped behavior into the timely, actionable input that shapes Simulation scenario design and Awareness campaign content, and into the case for adopting more adaptive, risk-based program capabilities.

Process and operational improvement, training advisory work, and team mentoring are responsibilities this person grows into within roughly the first six months, although demonstrated experience is required upon hire.

Key Responsibilities

• 100% Deliver Execution, Plans & Aligns, Develop Others – Oversee multiple projects simultaneously; Strategic partner to align solutions to customers expectations Communicate to various levels of business partners; Collaborate with stakeholders, business partners, colleagues, developers and others to deliver high quality solutions; Partner cross-functionally to define assess, communicate, implement, train and change management of projects; Lead, mentor and provide guidance to team members and partners; Serve as SME and perform research/analysis within assigned projects

Strategic Leadership

• Serve as team lead for the Training and Awareness Team — providing day-to-day direction, prioritization, and technical leadership across Training, Simulation, and Awareness pillars, and acting as an informal technical resource and thought partner to analysts across all three when cross-pillar input is useful.
• Act as a strategic thought partner to the Cybersecurity Manager, helping translate strategy into concrete, prioritized initiatives and ensuring key workstreams keep moving forward.
• Champion and help drive forward the team's highest-priority strategic initiatives — including the Human Risk Management transformation, platform roadmap adoption, and new capability rollouts — partnering across pillars to clear blockers and keep momentum.
• Serve as acting manager on an as-needed basis, providing interim leadership and direction to the team when the Manager is unavailable.

Human Risk Management Program Evolution

• Supports the shift from traditional security awareness to an adaptive, targeted, and intelligence-driven Human Risk Management program — championing adaptive training pathways, real-time behavioral triggers, and risk-based targeting in place of generic, scheduled content.
• Uses simulated and real-world behavioral signals to identify true high-risk populations — including repeat simulation failures, real-world malicious email clicks, and DLP-flagged policy violations such as unauthorized data handling, PII/PCI exposure, and gift card fraud indicators.
• Builds the data-backed cases for new capabilities like adaptive learning, real-time triggers, and deepfake/vishing capabilities — partnering with the Manager and leadership to prioritize the roadmap accordingly.
• Owns applied threat intelligence, turning raw intel into simulation themes, awareness content, and training recommendations.
• Partners with Data Loss Prevention (DLP) to incorporate real-world policy-violation and insider-risk signals into how the program identifies and responds to human risk, not just simulation-based signals.

Threat Intelligence & Landscape Analysis

• · Collect, evaluate, and track cyber threat intelligence from open-source (OSINT), internal, vendor, commercial, and technical channels; analyze threat actor behavior and social engineering TTPs (e.g., spear-phishing, pretexting, MFA fatigue, vishing, AI-driven impersonation, deepfakes) mapped to the MITRE ATT&CK framework.
• · Deliver recurring threat-landscape briefings to team members, highlighting emerging risks relevant to associates and contractors.
• · Partners closely with CTI team.

Vendor & Platform Management (ZenGuide/Proofpoint)

• · Serve as the primary day-to-day point of contact for the team's dedicated simulation platform managed-service resource — directing which simulations run and what training gets delivered based on current threat intelligence and risk data, and reviewing their reporting for quality and relevance before it's used.
• · Coordinate technical support requests and roadmap/strategy sessions with the simulation vendor, looping in the Manager for anything requiring a contract or investment decision.
• · Maintain deep, current working knowledge of the platform roadmap (FY26/FY27 and beyond), proactively flagging milestones, new capabilities, and opportunities to advance the human risk model.
• · Recommend platform enhancements or complementary tools (e.g., deepfake simulation capability) based on threat intelligence findings, for the Manager's evaluation.
• Simulation & Awareness Integration
• · Design realistic, threat-informed social engineering simulation scenarios based on observed active adversary behavior.
• · Translate threat intelligence into timely, actionable content recommendations for both broad and targeted Awareness campaigns, threat-based content, and seasonal/high-risk-period messaging.

Stakeholder Collaboration & Reporting

• Partner with Security Operations (SOC), CTI, Incident Response, Threat Detection, Data Loss Prevention (DLP), Communications, and other stakeholder teams to align threat intelligence and messaging with real-time enterprise risk.
• Deliver threat-informed briefings, trend metrics, risk insights, and KPIs to cybersecurity leadership — framed around risk reduction and program maturity, not just activity completed.

Growth Responsibilities (Expected by ~6 Months in Role)

• Process & Operational Excellence: Keep an eye out for ways the team can work better — process, tools, handoffs, documentation — and take the lead on making those improvements happen, partnering with the right people to get it done. Document changes so improvements stick and keep the Manager posted on what is being improved and why.
• Training Advisory: Advise the Training pillar on emerging threats and recommend where compliance and role-based training content should evolve to address current TTPs (e.g., AI-driven impersonation, deepfakes, executive/high-privilege targeting). Provide input and quality review; the Training pillar owns content development, delivery, and Contractor Compliance execution directly.
• Team Mentorship: Informally mentor Analyst I/II and Sr. Analyst team members across Training, Simulation, and Awareness, raising the team's technical and analytical rigor.

Direct Manager/Direct Reports:

• This position typically reports to Manager or Sr. Manager
• This position has 0 Direct Reports

Travel Requirements:

• No travel required.

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications:

• 2+ years of previous leadership experience

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education:

• No additional education

Minimum Years of Work Experience:

• 8

Preferred Years of Work Experience:

• No additional years of experience

Minimum Leadership Experience:

• None

Preferred Leadership Experience:

• None

Certifications:

• None

Competencies:

• Action Oriented
• Collaborates
• Drives Engagement
• Communicates Effectively
• Customer Focus
• Drives Results
• Manages Conflict