Sr. Engineering Manager

Responsibilities:

• The position is dedicated to the technical leadership of the Process/Product Engineering & Technical Tooling Team. The position is additionally responsible for the technical support of manufacturing focused on providing a consistent product that meets customer specifications with additional responsibilities including, but not limited to:
• Lead initiatives to achieve product yield improvements, variation reduction, and achieve cost reduction goals related to the manufacture of ceramic cores/parts.
• Direct and manage the activities regarding product tool/part designs and standards
• Manage the facility’s engineering budgets.
• Manage and direct the New Product Introduction (NPI) initiative ensuring product development in accordance with overall project timelines, budget, and quoted standards
• Develop the overall plant scrap reduction plan and manage the initiatives and actions to meet the scrap targets.
• Work in conjunction with the Process Engineering Manager to achieve all plant financial and scrap reduction metrics.
• Report status of scrap reduction initiatives to Plant Manager and other high-level managers as required.
• Direct and participate in the conception, evaluation and implementation of cost improvement, product improvement and production problem solving activities.
• Coordinate scrap reduction initiatives with the HRC and Corporate Engineering technical staff
• Establish professional working relationship with Engineering Managers and Engineering Team at each casting facility and promote engineering team communication regarding product status and issues.
• Work directly with engine manufacturer’s engineering team in conjunction with the casting facility’s engineering team to optimize core design and producibility as required.
• Responsible for developing the future strategic engineering organizational structure with the Process Engineering Manager, the Plant Manager, and the HR manager.
• Responsible for creating an environment of engagement and fostering development of Engineering Staff
• Manage training development strategies for the Engineering Staff.

Qualifications:

• Accountability and follow-through--interacts within organizational matrix understanding the inherent interdependence of roles and functions; takes ownership of outcomes; acts in the best interest of the team, group, function and enterprise.
• Rigor--continuous focus on repeatable processes at scale; analyzes efforts; recalibrates as needed; considers multiple inputs from multiple stakeholders; exhibits detail orientation.
• Tactical agility--inspires team to proactive improvements while maintaining ability to react to issues as they arise; functions well under pressure of production and time expectations; able to manage the tension of speed and specification demands.
• Practical and adaptive thinking--understands organizational capabilities and introduces solutions within existing frameworks while simultaneously adapting to changes, developments in technology and marketplace demands.
• Versatile leadership--technically capable, yet able to detach to gain perspective; deploys resources strategically and works alongside team when necessary.
• Possibility thinking--proactively challenges the status quo and seeks to solve problems differently than we have in the past; explores the boundaries of technology and current practice; embraces and champions change including automation, smart manufacturing and progress in data gathering and interpretation.
• Relationship-oriented--establishes and maintains connections with team, peers and cross functionally; collaborates and compromises for the good of the enterprise; provides thought partnership; creates and scales best practices across enterprise.
• Prioritization--understands the business and its technical, financial and strategic direction and goals; prioritizes work accordingly and communicates rationale for decisions; advocates for customers within the context of organizational capability and goals; understands the implication of decisions on other facets of the enterprise.
• Communication--listens well and takes multiple perspectives into consideration; articulates priorities and future possibilities clearly and frequently; interacts with operators, managers and customers and customizes approach to each stakeholder group.
• Coach/Mentor/Manager-- formally and informally develops others and contributes to talent factory strategy; provides direction, review, reassurance, encouragement, challenge, recognition on an individual basis; promotes growth and development in associates; inspires risk; continually assesses and reassesses talent and fit to role based on individual and collective performance.
• Resource and expertise deployment--understands where to invest to ensure resolution; solicits and directs the expertise and involvement of others and enables their success.
• Customer coordination--responds directly to customer inquiries, interfaces with customer.
• Influence without direct authority--provides justification for decisions and…