Module Leader II

Module Leader II – Product Development

Location: New Bern, NC
· Full‑time

Pay: $101,000 – $135,000 per year

Incentive: Annual bonus with a target of 10%

Shift: First

BSH Home Appliances Corporation – Top Employer US 2024. At BSH, people matter. We invite your unique skills and experiences to help drive our innovation culture and support continuous professional and personal growth. As a leading manufacturer of Bosch, Gaggenau, and Thermador appliances, we champion a consumer‑centric mindset and create positive experiences throughout all product interactions.

• Define, align and update regional module roadmaps, including release, roll‑out and phase‑out planning with the Global Module Owner and product architects.
• Drive further evolution of the modular kit (MOD) and create/sustain system‑ and component architectures that balance function, complexity, standardization and flexibility.
• Decide and manage technical complexity for common systems (OVCU), sub‑systems and components, while driving global synergies.
• Develop basic designs for modules and components in line with project targets and the Global Module Roadmap.
• Collect and define system requirements (L2/L3) and manage technology integration of hardware, software and digital requirements.
• Plan and execute to achieve module targets, including SPC variables, development costs, quality, complexity, supplier strategy and environmental characteristics.
• Synchronize valid interfaces (space, function, geometry, CAD data, etc.) within modules and across adjacent modules with the Global Module Owner.
• Ensure industrialization readiness of basic designs together with Production and manufacturing automation feasibility.
• Follow state‑of‑the‑art technologies and standards, monitor competitor performance, and engage in patent screening and ownership strategies.
• Identify needs for new technology development for feature streams through concept studies or pre‑development projects.
• Initiate and support continuous process improvements within the area of responsibility.
• Perform all other duties as assigned.

• Four‑year college degree in Engineering or comparable technical field –
  Required
• Master’s degree in Business Administration –
  Preferred
• 5–7 years of development experience, preferably in a manufacturing environment –
  Required
• 3–5 years of people‑management experience –
  Required
• Occasional work on assembly line, labs and model shop to support prototype builds
• Advanced communication, negotiation and project management skills
• Proficiency in MS Office, especially Excel and Power Point
• Ownership mindset and entrepreneurial spirit
• Familiarity with business agility principles and tools
• Ability to work independently, handle multiple tasks, and meet deadlines promptly
• Thrives in cross‑departmental collaboration under stress
• Knowledge of product development processes and confidentiality requirements relating to marketing plans, product costs, personnel data, legal and regulatory matters, and patentable ideas
• Excellent written, typing and verbal communication skills across levels and cultures
• Quick learner, self‑starter, dependable leader of a team
• Ability to drive project roadmap deliverables across all departments
• Decision‑making capability in uncertain and unclear situations
• Prefer experience with cooking appliances or gas technology
• Strategic scenario evaluation across controlling, engineering, manufacturing, etc.
• Experience with project management, process improvement, performance management, and relevant BSH systems (SAP, CMD, PM4U)
• Travel: up to 30%

The pay range listed above is based on the $101,000–$135,000 base. The incentive bonus ranges from 0% to 200% of target, details set in the plan document.

Benefits include:

• Medical, dental, vision, life insurance, short‑ and long‑term disability, EAP, health and dependent care FSAs, and HSA.
• Wellness plan giving lower medical care premiums.
• 401(k) retirement plan with a 100% match on the first 4% of contributions and profit‑sharing based on company profitability.
• Two weeks of paid vacation for non‑temporary new hires below Director level, increasing with service; unlimited paid vacation for Director level and…