Dynamics Department Manager

Overview

Element is seeking a results‑driven Department Manager to lead our Dynamic Lab, specializing in fatigue and cyclic testing. As the Department Manager, you will be responsible for overseeing daily operations, managing a technical team, and ensuring the lab meets financial and operational performance targets. This leadership role is pivotal in maintaining high standards of quality and efficiency while supporting some of the most advanced aerospace and engineering projects in the world.

Compensation: $90K – $120K Management Bonus

• Oversee scheduling, resource planning, and workflow optimization in the fatigue testing lab.
• Ensure test programs are executed safely, on time, and in compliance with customer and industry requirements.
• Drive continuous improvement in lab processes, turnaround time, and quality.
• Manage departmental budget including revenue forecasting, cost control, and margin improvement.
• Monitor and report on key performance indicators (KPIs) such as revenue.
• Identify opportunities for efficiency gains, revenue growth, and capital investment justification.
• Maximize test cell and equipment utilization across multiple shifts or customer programs.
• Analyze capacity and demand forecasts; adjust staffing and resources accordingly.
• Collaborate with sales, planning, and engineering teams to align lab capacity with project timelines.
• Lead, coach, and develop a team of technicians, engineers, and support staff.
• Set performance expectations, conduct evaluations, and provide ongoing feedback.
• Foster a culture of safety, accountability, and technical excellence.
• Support customer communication regarding technical queries, program updates, and issue resolution.
• Ensure compliance with quality standards (e.g., Nadcap, ISO/IEC 17025, AS9100).
• Participate in internal and external audits as needed.

• Bachelor’s degree in Engineering, Materials Science, or a related technical field.
• 5 years of experience in fatigue or mechanical testing environments, including fatigue tests using strain control and/or load control to ASTM standards.
• Knowledge of fracture mechanics and crack growth rate testing to ASTM standards would be preferred.
• 2 years of supervisory experience.
• 2 years of department metric management experience.
• Strong leadership, organizational, and communication skills.
• Experience with ERP and lab management systems; familiarity with XLims is a plus.

This position is based in a metallurgical laboratory and may involve occasional work in adjacent industrial or production areas. The role requires frequent standing, walking, and bending throughout the day to perform hands‑on tasks. It also requires the ability to lift and move materials and equipment weighing up to 30 pounds. Personal protective equipment (PPE) such as safety glasses, gloves, and lab coats must be worn as required to ensure safety during sample preparation and testing.

The lab environment is temperature‑controlled but may involve brief exposure to noise, dust, or chemicals in compliance with safety standards.

NOTE:

This position requires access to export‑controlled commodities, technical data, technology, software, and services. U.S. citizenship, U.S. legal permanent resident status, protected person status under 8 U.S.C. § 1324b(a)(3), or U.S. Government export authorization is required. Any offer of employment is contingent upon the employer obtaining the necessary export authorization, including, if required, an export license from the U.S. Department of Commerce’s Bureau of Industry and Security, the U.S. Department of State’s Directorate of Defense Trade Controls, or other applicable government agency.

All suitably qualified candidates will receive consideration for employment on the basis of objective work‑related criteria and without regard for the following: age, disability, ethnic origin, gender, marital status, race, religion, responsibility of dependents, sexual orientation, or gender identity. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

41 CFR 60‑1.35(c)