Division Business Manager, Sensors Division

The Sensors Division within STR focuses on the development and analysis of advanced sensor systems in the RF, acoustic, and electro-optical domains. This includes the design and development of novel sensors and advanced information processing techniques from ideation to prototype implementations.
The Sensors Division is seeking a Division Business Manager (DBM) responsible for overseeing all operational aspects of the division including serving as a liaison for all interactions with Business Operations functional units. The Sensors DBM will prioritize the Sensor Division's needs in coordination with other DBMs while respecting the workload and workflow of Business Operations.
A successful candidate will have recent and significant senior program management or operations management experience. Key to success in this role is the ability to develop strong trust-based relationships with appropriate stakeholders. Significant parts of the role involve coordinating activities across a large swath of the company and involve shared usage of a finite resources (staff, space, computers). Having strong relationships is key to negotiating resources in a give and take fashion to optimize success across the company. The position requires competency in managing multi-disciplinary teams, briefing senior leadership, cultivating positive, collaborative, and productive work environments. Strong interpersonal, communication, mentorship and peer-leadership skills are also required.
Responsibilities include:

• Security/IT/Facilities: key stakeholders include group operations leads and project leadership (PI/PM) responsible for providing resource requirements such as compute needs, space/room needs; division/group leads responsible for providing prioritization, identify upcoming resource requirements; security/IT/facilities staff responsible for providing those resources. The DBM is responsible for overseeing the process, communicating the priorities, and ensuring all stakeholders fulfill their roles, including addressing key questions on where staff are working, how things are working in those spaces, and what resources do staff need in those spaces.
• Recruiting: key stakeholders include the hiring manager responsible for requisition creation and selecting interviewers; division/group leads responsible for budget justification for hire, hire/no-hire decisions, and making offers; and HR recruiters responsible for posting requisitions, contacting candidates, deconflicting candidates across requisitions, and coordinating round tables. The DBM is responsible for overseeing the process, making sure each stakeholder is fulfilling their roles, and keeping candidates moving efficiently through the pipeline.
• Onboarding: key stakeholders include IT staff responsible for getting/configuring computers and setting up accounts; HR staff responsible for benefits, HR staff information system entry; finance staff responsible for payroll; facilities staff responsible for offices and furniture; security staff responsible for clearances, badging and program access; division/group/deputy/team leads responsible for assignment of supervisor, projects, tasks, and startup work packages. The DBM is responsible for overseeing the process, ensuring all stakeholders fulfill their roles, and ensuring new hires are successfully integrated with the company.
• Compensation: key stakeholders include the division/group/team lead responsible for assigning salaries, making offers, assigning Program Labor Categories (PLC) and reviewing compensation for equity and fairness; and HR staff responsible for market surveys and updating information systems with titles and salaries. The DBM is responsible for overseeing the process, ensuring that all stakeholders fulfill their roles, that confidentiality is maintained, and that compensation reviews happen in a timely manner.
• Staffing: key stakeholders include group operations leads responsible for managing overall project and staff coverage; the project PI responsible for technical skills needed to execute the program; the project PM for programmatic budget requirements and tracking tasks; division/group/team leads responsible for ensuring both projects and people are fully covered and justifying hiring capacity; cross divisional leads responsible for handshakes, task ownership; and finance staff responsible for program financial planning and utilization. The DBM is responsible for overseeing the process, ensuring all stakeholders fulfill their roles, and ensuring staff move on and off projects smoothly and in accordance with project needs.
• Retention: key stakeholders include HR staff responsible for engagement and check-ins; and division/group/deputy/team leads responsible for providing career paths, fair compensation, learning opportunities and work that aligns with staff objectives. The DBM is responsible for overseeing the process, ensuring all stakeholders fulfill their roles with a focus on reducing negative attrition.
• Performance Management: key stakeholders include division/group/deputy/team leads responsible for creating annual performance reviews; staff for providing inputs and 360 feedback; and HR staff responsible for tracking inputs, training on how to use lattice and training on how to conduct annual reviews. The DBM is responsible for overseeing the process, ensuring all stakeholders fulfill their roles.
• Budget: key stakeholders include division/group leads responsible for meeting budget commitments, profit & loss, retention, hiring; finance staff responsible for entering data, sales forecast, program financial tracking, and report generation; and CEO responsible for accountability to commitments. The DBM is responsible for overseeing the process and ensuring all stakeholders fulfill their roles. This includes quality assurance of financial reporting and helping to define the format and content of those reports to ensure consistent understanding of the fiscal health of the division/group.
• Proposals: key stakeholders include division/group leads responsible for writing proposals, request bid and proposal budgets; security staff responsible for accesses, information systems required to respond to solicitations, cost inputs; IT staff responsible for information systems, SharePoint sites, and cost inputs; finance staff responsible for charge codes, planners, utilization, pricing; technical staff responsible for writers, reviewers; facilities staff responsible for space. The DBM is responsible for overseeing the process and ensuring all stakeholders fulfill their roles.

Finally,the DBM will represent the Sensors Division in a range of company level committees, such as: company-level risk, DE&I, policy, and management meetings. The DBM is responsible for participation in the meeting, collecting feedback from staff to relay at the meetings, and dissemination of information discussed during the meetings to the correct stakeholders.
Additional requirements include:

• Ability to obtain a TOP SECRET (TS) security clearance
• Prior experience (15+ years) managing Government contracts
• Managing relationships involving multiple stakeholders across all levels of an organization
• Proven track record of successful project/people management
• Excellent verbal and written communication skills

STR is a growing technology company with locations near Boston, MA, Arlington, VA, near Dayton, OH, Melbourne, FL, and Carlsbad, CA. We specialize in advanced research and development for defense, intelligence, and national security in: cyber; next generation sensors, radar, sonar, communications, and electronic warfare; and artificial intelligence algorithms and analytics to make sense of the complexity that is exploding around us.
STR is committed to creating a collaborative learning environment that supports deep technical understanding and recognizes the contributions and achievements of all team members. Our work is challenging, and we go home at night knowing that we pushed the envelope of technology and made the world safer.
STR is not just any company. Our people, culture, and attitude along with their unique set of skills, experiences, and perspectives put us on a trajectory to change the world. We can't do it alone, though - we need fellow trailblazers. If you are one, join our team and help to keep our society safe! Visit us at www.str.us for more info.
STR is an equal opportunity employer. We are fully dedicated to hiring the most qualified candidate regardless of race, color, religion, sex (including gender identity, sexual orientation and pregnancy), marital status, national origin, age, veteran status, disability, genetic information or any other characteristic protected by federal, state or local laws.
If you need a reasonable accommodation for any portion of the employment process, email us at [email protected] and provide your contact info.
Pursuant to applicable federal law and regulations, positions at STR require employees to obtain national security clearances and satisfy the requirements for compliance with export control and other applicable laws.