Salary Grade 17HC Hiring Range $72k $92K
A Technical Manager I - NYC/NY is responsible for working with the SR. Technical Manager - NYC/NY and the NYC Project Mgr. & Regional Director of Acct. Mgmt. to develop and implement plans and programs to assure the products and services are aligned with the election cycle requirements specified by the NYC Boroughs and New York State. This position works with the SR. Technical Manager - NYC/NY and NYC Project Mgr. & Regional Director of Acct. Mgmt. to collaborate with election officials and provide project planning and oversight to ES&S and Board of Elections technicians assigned to pre-election testing; Election Day support and post-election analysis. Additionally, this role provides Field Services technical support and supports for election jurisdictions throughout NY State.
Essential Duties and Responsibilities:
Education: Bachelor’s Degree in a computer technology field preferred or equivalent.
A minimum of 2 years experience including:
Operational knowledge of BOD, DS850, DS200 and autoMark products
Familiarity with EMS software, specifically ERM
Experience working with a diverse staff of contractors
Working knowledge of project management principles and processes preferred
Strong Technical aptitude
Strong Problem Solving/Analysis ability
Communication proficiency among all levels
Excellent relationship management skills
Licenses/Certifications Required: None
Supervisory Responsibilities: This position has indirect supervisory responsibility of contractors (i.e., scheduling, etc.) and indirect supervisory responsibilities of Board of Elections support staff to assure hardware and software capabilities are aligned with election specifications.
Work Environment: This job operates in a professional office and a warehouse environment, which routinely uses standard office equipment such as computers, telephones, and photocopiers.
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk and hear. The employee is frequently required to stand; walk; hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This role requires the incumbent to be able to lift up to 50 lbs.
Travel: Approximately 80% travel is expected locally within the five NYC boroughs and approximately 5% travel to customers outside of the City (subject to change, based on company and customer needs).
Security: Required to consistently demonstrate adherence to all security requirements and accepted practices as contained in the current ES&S Security Policy. Incumbents must proactively read, comprehend and adhere to all ES&S security policies, practices and procedures regarding the safety and safekeeping of co-workers, products, services and other intellectual property as defined in the ES&S New Business and Non-disclosure, or Proprietary matters, Confidential matters and Non-Competition agreements, and the current ES&S Security Policy Manual.
EEO Statement: In order to provide equal employment and advancement opportunities to all individuals, employment decisions at ES&S will be based on merit, qualifications, and abilities. ES&S does not discriminate in employment opportunities or practices on the basis of race, creed, color, religion, sex, sexual orientation, national origin, citizenship status, marital status, age, disability, genetic information, or because of past, current, or future military obligations or any other characteristics protected by law.
This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
E-Verify: ES&S shall electronically verify the employment eligibility of their newly hired employees and shall submit a query to E-Verify for any newly-hired employee after completion of the I-9 process and no later than the end of the third business day after the employee’s actual start date.