Engineering Manager

Person specification

This describes what is required to do the job, it may not describe the current job holder but should describe the typical attributes or traits needed for success in the position.

Job purpose

People Leader, accountable for providing leadership for Process Engineers within the Engineering & Process Technology group through creating shared vision & values, developing and utilising talent and driving performance. Leads and directs programs with the objective to enhance engineering productivity and efficiency.

Principal accountabilities

Leadership

Manage EHS through management of change, behavioural safety and ensuring a safe work environment and compliant with Business and Group operating standards, procedures and systems.

Drive results through aligning the team with business strategy and goals, establishing clear standards of engineering excellence, and setting clear direction and accountabilities through performance management whilst providing balanced feedback at the most critical times to maintain momentum and a strong sense of ownership.

Act as a change agent, lead, support and contribute to change programmes, driving and championing the implementation, gaining acceptance to enable an agile and engaged team. 

Feed into workforce plans to ensure the right resourcing requirements for current and future business needs. This includes understanding current and future capability needs and addressing those through development interventions.

Lead succession planning to ensure a strong talent pipeline and to mitigate critical skills gaps.

Inspire growth through career conversations, developing talent and ensuring the team has the skills and experiences to deliver, develop and progress careers within JM - Honeywell.

Ensure all team members have up to date Personal Development Plans, which are reviewed on a regular basis and provide input into training planning to ensure team members have access to relevant and appropriate training opportunities.

Provide input to Engineering resource planning to ensure developmental objectives are known and addressed.

Support team development and ensure team are appropriately aligned to the technical career path based on their capability and business need. Provide input to the Grade Review Process.

Responsible for allocating resource to basic engineering/development projects according to business demands.

Instil trust and value differences, generating confidence and safety with others through openness and authenticity, modelling high standards of honesty, transparency and integrity whilst promoting a team environment that values, encourages, and supports differences.

Develop employee engagement strategy for the team to motivate and drive engagement.

Facilitate collaboration with shared values for engineering to partner across teams and functions to create high performing teams to achieve common goals.

Provide input and recommendations on reward and benefits processes for team e.g. annual review.

Carry out people and business processes within HR and Business systems (e.g. Workday process initiation, leave & expense approvals, etc).

In conjunction with other Engineering Managers, establish and maintain engineering capability across CT’s offices.

Execution & Delivery (Program Management)

Maintain and enhance the capabilities and productivity within the Engineering & Process Technology function.

Initiate and lead major transformation projects to scale and grow engineering capacity and capability for the organization.

Deputise for the Engineering Management Director, as required.

Drive L&D/training requirements and transition into an Engineering Academy.

• Monitor and assess the training requirements of new starters and current engineering staff.
  • Developing training programs to address training needs.
  • Identify training themes to address and initiate the preparation and presentation of courses with the objective of building a library of training material (recorded presentation, how-to guides, interactive training tools, etc) that support the engineering functions.
  • Identify internal and external training providers working alongside Learning and Development.

Recruitment / Onboarding

• Responsible for recruitment of permanent and contingent engineering staff. Manage relationships with engineering service providers.
  • Work with the Talent Acquisition team to develop recruitment campaigns to attract new hires.
  • Set the standard for competencies and capabilities required for new hires, and methodology for assessment.
  • Review CVs, interview candidates and recommend outcomes.

Engineering Tasks

• Approve BEP engineering documentation as required.
  • Approve basic engineering package execution strategy and engineering hour estimation.
  • Ensure procedures are reviewed and updated as required.
  • Identify and prepare new procedures/guidance as required by Engineering.
  • Identify improvements to Engineering tools and methodologies, implementing improvement programs as required.
  • Support Lead Engineers in project execution.

To take on any other duties which are within the employee’s skills and abilities whenever reasonably instructed.

Scope

Primary interactions are within CT E&PT Leadership team and CT’s engineering service providers.

Planning horizon 1-3 months tactical, 3-36 months for S&OP process resourcing, 5 years for strategic engineering footprint.

People leadership & development.

Special factors

Geography global.

Up to 25% international and domestic travel on average can be expected.

Flex work patterns to accommodate working across different time zones, when required.