Director, Engineering

Company Description

CRB's nearly 1,800 expert professionals drive innovative, life-changing and life-saving solutions for manufacturers in the life sciences and food and beverage industries. Our mission, vision and core values put client satisfaction and employee experience at the center of everything we do. See us at crbgroup.com. 

Job Description

The Director, Engineering, reporting to the office leader, will manage, mentor, develop, and collectively lead a diverse team of process, mechanical, plumbing, electrical, and automation engineers. The Director will display a high level of energy and drive, thrive under pressure, demonstrate a high level of personal and business integrity, a strong business acumen, and excellent interpersonal skills. 

The Director will coordinate closely with the Office Leader and their design and construction leadership counterparts, including Directors, Group Leads, Project Directors, and other Northeast Regional Leadership.

The Director core responsibilities are discipline leadership and people management, which is estimated at 15% of the position’s time.  Based on personal expertise, other responsibilities could include project discipline lead, project management, and/or business development.  Billable project work would be between 60% - 75% based on the amount of business development responsibilities. 

Responsibilities

Discipline Leadership (Required)

• Drive development of all facets of the engineering discipline: Process, Mechanical, Plumbing, Electrical, and Automation.
• Externally, help establish and bolster CRB’s reputation and balanced engineering identity.
• Provide input to Integrated Project Delivery, EPCM, and Design-Bid-Build construction methods. Areas of focus include project planning, designing to budget, phasing and logistics, and constructability.
• Work with engineering leaders in all regions to share best practices.
• Drive a continuous improvement culture within our engineering practice by facilitating design discussion and cross-discipline design opportunities. 
• Enable consistent, effective progress on ‘technical excellence’ to ensure local efforts are aligned with the larger company and will have the desired impact.
• Ensure project documentation from the discipline meets the high level of quality to meet client expectations and limit risk to CRB during construction.

People Management (Required)

• Provide team leadership by delivering: a great employee experience through meaningful project assignments; customized career development plans; conflict resolution and support; and a safe, collaborative, and productive working environment.
• Proactively ensure all team members have a balanced workload that meets the billability target established for each individual.  This includes direct communication with project managers and architectural counterparts within the office, region, and company.
• Provide resource assignment decisions and ensure resource commitments are maintained, and that group members are not overloaded or given assignments for which they are not qualified. 
• Review and respond to resource planning reports on a bi-weekly basis.  Proactively communicate with Group Leads and Project Managers if resource plans require updates or clarification.
• Attend team, office, and regional resource planning meetings.
• Review and approve timesheets.
• Perform annual goal planning with the group members and their mentors.  Mentor assignments shall be based on technical career growth needs.  Work with individuals’ mentors, office leadership, and human resources to utilize CRB employee development tools, such as individual development plans and succession plans.  Provide feedback and adjust goals on a quarterly basis, at a minimum.
• Perform annual performance review of the group members.  Monitor the work quality performance of the group members on projects via direct review and 3rd party reviews from other project team members.  Address performance/behavioral issues in a timely manner.  Provide performance feedback to the individual on a quarterly basis, at a minimum.
• Work with the office and team leadership to determine appropriate size of the staff to meet the long-term workload of the team.
• Take a leadership role in interviewing and hiring new group members
• Touch base with group members on a regular basis to best gauge employee satisfaction in an effort to reduce overall group turnover.

Business Development (Optional)

• Work with the Office Leader to help set and communicate the strategic vision and cultural atmosphere for the office
• Work with the Office Leader on annual business planning efforts for the office and define how the company’s strategic vision a