Manager, Engineering II

Job Title: Manager, Engineering II

Introduction:

In this role, the individual will be an integral part of an engineering team responsible for planning, developing, testing, releasing, and supporting one or more Point of sale SW products and/or solutions.The Manager will lead a large team of direct reports, including programmers, technical project managers, and software architects, towards the development and support of TGCS products.

The Manager will also develop and nurture key relationships with product and program management, professional services, business partners, finance, procurement, and other groups to ensure the timely release of solutions that will fully satisfy demanding customer expectations.

This position requires extensive people management experience and proven knowledge of software development processes to drive team activities with the understanding of requirements and business drivers for the new products and solutions.

Responsibilities:

• Managing all personnel aspects for his/her team including hiring, managing individual performance, compensation, job assignments, dealing with conflict, career building, coaching, etc.

• The manager is responsible for managing the performance of his/her direct reports and take immediate action when appropriate.
• There could be exceptions but typically this role is expected to manage a large team of direct reports (usually 12 or more).
• Managing the delivery of a broad scope of quality software releases ensuring product commitments are met with respect to quality, budget, and schedule.
• The manager is accountable for meeting development and support KPIs for his/her project/s and team.
• The manager staffs and balances resources across his/her projects.
• The manager will assist with priorities, handle escalations, and support the needs of his/her team (manage/approve expenses, space and equipment planning, etc).
• This role is not expected to perform coding or peer-reviewing the team's work. However, the manager is expected to be knowledgeable of the product architecture, feature function, product backlog, priorities, and product performance in the marketplace.
• Promoting continuous process improvement and best software development practices across that will enable the development of innovative products.
• The manager is accountable for the implementation of the SDLC according to organization standards.
• Ensuring SDLC, ARB and Agile practices are applied and followed.
• Addresses efficiency issues and improvements for this team
• Ensuring proper communication on deliverables as appropriate up through management levels within the organization.
• Works with the product line group and head of Software Development to align our product roadmaps with our execution.
• Managing the support of the products and act as the single point of contact for all support activities and escalations.
• Monitors the support backlog on a regular basis, acts as needed to support organization Service Level Agreements

Requirements:

• 5 years minimum people management experience.
• 10 years minimum leading software development teams and projects.
• Excellent communication skills, both written and verbal.
• Good analytic and logical problem-solving skills.
• Possess a level of comfort to work "in the weeds" with technical software development teams, as well as at a portfolio level with high-level executives.
• Strong collaborative and teamwork-oriented skills.
• 3 years minimum experience in Agile development

About the Company:

Toshiba Global Commerce Solutions is a dynamic billion-dollar global company based in Research Triangle Park, NC, providing retail store solutions to your favorite brands. Have you ever been in a hurry and made use of the self-checkout at Lowe's Foods, earned fuel rewards at Kroger, or just paid for purchases at retailers such as Walmart, Michaels, Carrefour, The Gap, Calvin Klein, Boots, Cencosud, BJ's, or Costco? These are just a few examples of our in-store solutions and impressive customer base that made us the world's installed market share leader.

The nature of retail is changing quickly, so if you share our 'Together Commerce' vision of a seamless two-way, participatory shopping experience, let's get together to drive the new economy.

Toshiba Global Commerce Solutions, Inc. offers a competitive salary and generous benefits package including the following:

• Group health coverage (medical, dental, & vision)
• Employee Assistance Programs
• Pre-tax spending accounts
• 401(k) plan w/ match
• Company provided life insurance
• Pet Insurance
• Employee discounts
• Generous paid holiday schedule, paid vacation & sick/personal days

EEO:

Toshiba Global Commerce Solutions is an equal opportunity/affirmative action employer that evaluates qualified applicants without regard to age, ancestry, color, religious creed, disability, marital status, medical condition, genetic information, military or veteran status, national origin, race, sex, gender, gender identity, gender expression and sexual orientation or any other protected factor. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Individuals who need a reasonable accommodation because of a disability for any part of the employment process should email [email protected] to request an accommodation

DIVERSITY, EQUITY & INCLUSION:

We at Toshiba Global Commerce Solutions firmly believe that our people are an integral part to the success of our customers. Furthermore, we're committed to Diversity, Equity, and Inclusion for all our people as highlighted by our5 Core Principles (Create Outreach, Foster Belonging, Unleash Opportunity, Diverse Cultural Engagement and Culture of Transparency). We're passionate about our customersthe retail industry and becoming a more responsible company as we help create a brighter future.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)