Werfenlife SA.
Senior Manager, Hardware Engineering
Werfenlife SA., San Diego, California, United States, 92189
Country
United States
Shift
1st
About the Position
Overview
Job Summary The Senior Hardware Engineering Manager is responsible for organizing a team of mechanical and process engineers, participating in product development activities and working cross-functionally with team members to develop inputs to plans and budgets for the department and its programs. Responsibilities
Key Accountabilities Works with team members to establish requirements, plan features, define engineering tasks, provide engineering estimates, and develop schedules for projects. Ensures the team creates high-quality deliverables such as design documentation and updates, process documentation and updates, and product release documentation (ECO, ACN etc.). Manages new product development projects through design transfer as well as on-market activities. Works with the leadership team and other cross-functional stakeholders to prioritize, plan, and distribute workload to engineering personnel. Works with the leadership team to support hiring and staffing of the department. Monitors and manages functional contributions to programs to ensure commitments are satisfied. Works with management and senior R&D Hardware Engineering staff to define and implement design control processes that satisfy applicable regulatory requirements. Identifies developmental opportunities for engineering team members and mentors staff to advance their knowledge/skills with a heavy focus on GD&T and DFM. Networking/Key Relationships Research and Development Manufacturing Engineering Quality Engineering Product Management Executive leadership team Qualifications
Minimum Knowledge & Experience required for the position: Bachelor’s degree required in Electrical, Mechanical or Chemical Engineering. Minimum of ten (10) years of previous experience required. Minimum of five (5) years of previous experience managing hardware engineering staff in the development and transfer of a complex medical device preferred. Must be familiar with Food and Drug Administration (FDA), Quality System Regulations (QSR), design control requirements, In-Vitro Diagnostic Medical Device Directive (IVDD), and ISO 9001. Excellent written and verbal communication skills are essential. Leadership abilities and interpersonal skills required. Knowledge of Microsoft Office and experience with large enterprise resource planning (ERP) system is essential. Skills & Capabilities: Product reliability and budgeting Ability to meet established schedules Mechanical engineering expertise Interpersonal communication and presentation skills Travel Requirements: Less than 10% of the time. People Manager Core Competencies: Building Talent
Planning and supporting the development of individuals’ knowledge, skills, and abilities so that they can fulfill current or future job responsibilities more effectively. Customer Focus
Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value. Decision Making
Identifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences. Driving for Results
Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement. Driving Innovation
Creating an environment (culture) that inspires people to generate novel solutions with measurable value for existing and potential customers (internal or external); encouraging experimentation with new ways to solve work problems and seize opportunities that result in unique and differentiated solutions. Emotional Intelligence Essentials
Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others’ emotions and behavior; leveraging insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results. People Manager Accountabilities: Effectively carries out the expectations of Werfen People Managers as defined in Werfen’s Role of the Manager program. Among others, this includes maintaining regular, at minimum once a month, and transparent communication with the team through effective use of formal one-on-one meetings with direct reports and team meets. Managing performance issues and conflict proactively; uses judgment in consulting with department leadership and Human Resources. Responsibility for the team’s compliance in terms of training, and fulfillment of their tasks and objectives as well as onboarding of new employees and development of the existing team. Salary Range: The salary range for this position is currently $185,000 - $210,000. Individual compensation is based on experience, skills, knowledge, education, certifications, span of control, complexity of functions reporting into position, internal equity, budget, and/or business and organizational needs.
#J-18808-Ljbffr
Overview
Job Summary The Senior Hardware Engineering Manager is responsible for organizing a team of mechanical and process engineers, participating in product development activities and working cross-functionally with team members to develop inputs to plans and budgets for the department and its programs. Responsibilities
Key Accountabilities Works with team members to establish requirements, plan features, define engineering tasks, provide engineering estimates, and develop schedules for projects. Ensures the team creates high-quality deliverables such as design documentation and updates, process documentation and updates, and product release documentation (ECO, ACN etc.). Manages new product development projects through design transfer as well as on-market activities. Works with the leadership team and other cross-functional stakeholders to prioritize, plan, and distribute workload to engineering personnel. Works with the leadership team to support hiring and staffing of the department. Monitors and manages functional contributions to programs to ensure commitments are satisfied. Works with management and senior R&D Hardware Engineering staff to define and implement design control processes that satisfy applicable regulatory requirements. Identifies developmental opportunities for engineering team members and mentors staff to advance their knowledge/skills with a heavy focus on GD&T and DFM. Networking/Key Relationships Research and Development Manufacturing Engineering Quality Engineering Product Management Executive leadership team Qualifications
Minimum Knowledge & Experience required for the position: Bachelor’s degree required in Electrical, Mechanical or Chemical Engineering. Minimum of ten (10) years of previous experience required. Minimum of five (5) years of previous experience managing hardware engineering staff in the development and transfer of a complex medical device preferred. Must be familiar with Food and Drug Administration (FDA), Quality System Regulations (QSR), design control requirements, In-Vitro Diagnostic Medical Device Directive (IVDD), and ISO 9001. Excellent written and verbal communication skills are essential. Leadership abilities and interpersonal skills required. Knowledge of Microsoft Office and experience with large enterprise resource planning (ERP) system is essential. Skills & Capabilities: Product reliability and budgeting Ability to meet established schedules Mechanical engineering expertise Interpersonal communication and presentation skills Travel Requirements: Less than 10% of the time. People Manager Core Competencies: Building Talent
Planning and supporting the development of individuals’ knowledge, skills, and abilities so that they can fulfill current or future job responsibilities more effectively. Customer Focus
Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value. Decision Making
Identifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences. Driving for Results
Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement. Driving Innovation
Creating an environment (culture) that inspires people to generate novel solutions with measurable value for existing and potential customers (internal or external); encouraging experimentation with new ways to solve work problems and seize opportunities that result in unique and differentiated solutions. Emotional Intelligence Essentials
Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others’ emotions and behavior; leveraging insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results. People Manager Accountabilities: Effectively carries out the expectations of Werfen People Managers as defined in Werfen’s Role of the Manager program. Among others, this includes maintaining regular, at minimum once a month, and transparent communication with the team through effective use of formal one-on-one meetings with direct reports and team meets. Managing performance issues and conflict proactively; uses judgment in consulting with department leadership and Human Resources. Responsibility for the team’s compliance in terms of training, and fulfillment of their tasks and objectives as well as onboarding of new employees and development of the existing team. Salary Range: The salary range for this position is currently $185,000 - $210,000. Individual compensation is based on experience, skills, knowledge, education, certifications, span of control, complexity of functions reporting into position, internal equity, budget, and/or business and organizational needs.
#J-18808-Ljbffr