The Engineering Manager leads new product development and product enhancement, as well as manage team members responsible for development. The incumbent must be able to communicate the details of multiple ongoing and critical development items to technical and non-technical stakeholders. The Manager must collaborate across departments to help provide scope and estimates for development projects, and must be able to provide timely information and assure development is completed within scope. The ability to manage, coach and mentor staff is essential. This role requires innovative thought in planning, executing and analyzing data in non-routine complex projects where procedures must be modified.
Essential Duties and Responsibilities:
Education: Must have a bachelor’s degree in Computer Science, Software Engineering, Management Information systems or equivalent computer technology field;
At least 6- 8 years’ experience including:
Experience with C++ Development, GNU compilers preferred.
Significant experience with Integrated Development Environment for a variety of platforms, applicable to current company projects.
Expertise in advanced programming techniques and practices for a variety of platforms, applicable to current company projects.
Experience working with Agile and Scrum
Expertise of common data structures and algorithms
Strong understanding of source code control tools and processes
Strong understanding of quality assurance processes
Strong understanding of both structured and object-oriented languages and development techniques
Collaboration and people management skills
Problem Solving/Analysis/Decision making
Communication proficiency in both technical and non-technical arenas
Licenses/Certifications Required: None
Supervisory Responsibilities: This position has supervisory responsibilities for Software Engineers and Technicians as assigned to area of focus.
Work Environment: This job operates in a professional office 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 or hear. The employee frequently is 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.
Travel: Approximately up to 5% travel is expected.
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.