Engineering Manager

This role is a player/coach manager and a contributing member of their technology teams. They oversee technology delivery of their teams, which may be comprised of full-time technologists, contingent workers, and/or vendor partners. They guide technology direction and lead technical initiatives for their product teams. They are the quality gatekeeper of their teams and ensure development, security, and test standards are followed by overseeing the coding process and ensuring standards and processes such as code reviews, refinement, and releases are followed through their technical guidance and leadership. They are a servant leader and help to remove obstacles from their teams, proactively identifying risk and providing technology proof of concept and templates.

They are focused on building strong teams and ensure their team members have the appropriate technical skills and cultural fit through coaching and mentoring. They help to build and maximise the capabilities and skills within and across the Software Engineering department. They are responsible for the development and growth of their full-time employees and building of their individual competencies. They are responsible for team composition optimisation, for reviewing priorities and assessing resource and/or backlog redirection, for metrics associated with talent evolution, and for all other administrative responsibilities within the department.

They are a technologist who identifies relevant technology trends and tools that could improve skill sets within the organisation and overall technology product delivery. They act as a practice leader who engages with product owners as a technical SME.

Responsibilities:

• Technical Value Delivery: Team Level for all Team Members: Driving Delivery and Tech Needs.
• Quality Gatekeeper: Coding Process, Code Reviews, Refinement, Releases, Technical Guidance and Leadership.
• Remove Blockers, Raise Risks, CRs, Paves the Way via POCs, Templating. Removes Distractions.
• Team Building: Building Strong Dev Teams, Tech and Cultural Fit Eval, Coach and Mentor the Team.
• Administration: Team Level: Admin of/for Direct Reports both full-time and contingent: Hiring, Workday Admin, HR, Immigration, Required Training, Access, Contracts, Legal, Budgeting, Planning.
• Develops Talent: Individual Level for Full-Time Employees, 1:1s, Individual Coach and Mentor, Training, Finding New Opportunities, Performance Reviews, Promotions
• Assist to expand Capabilities: SBE, Tech Product Level: Drives Strategy, Leading Strategic Org Objectives: Future Tech Needs, POCs, Community of Interest sponsorship.

Requirements:

• 5+ years of experience required to perform essential job functions.
• Additional Experience Qualifier (optional): Experience as a team lead in development and evaluating technologies, running effective technology proof of concepts.
• Experience interviewing, hiring and assessing personnel.
• Experience in coaching, mentoring, and developing
• highly motivated technical workforce.
• Strong background in appropriate area of technology.
• Communication skills to provide guidance and education on new concepts and practices to engineering team members.
• Ability to provide clear and direct communication regarding performance and skill development.
• Proven skills in coaching engineering team members in the areas of performance, standards and work methods.
• Proven ability to resolve conflicts within and across teams before they escalate (mediation skills).
• Ability to assist in organising events (theme meetings, hackathons) in the subject area.
• Ability to create an atmosphere of trust and a comfortable and efficient work environment.

Must Have Skills:

• Workday HCM and HR Technology Expertise: Strong knowledge of Workday HCM and related HR technology platforms, including core HR, talent, benefits, compensation, payroll, and security.
• System Enhancement and Modernisation Leadership: Proven ability to drive platform modernisation initiatives, improve system capabilities, and deliver scalable technology solutions.
• Workday Implementation and Upgrade Management: Experience supporting Workday implementations, releases, feature deployments, and ongoing platform upgrades.
• Workday Feature Evaluation and Innovation: Ability to assess emerging Workday functionality, identify business value, and recommend adoption strategies.
• Integration, API, and Middleware Oversight: Strong understanding of APIs, middleware technologies, and enterprise integration frameworks supporting HR systems.
• Enterprise Integration Strategy Optimisation: Experience designing and optimising integration architectures to improve data flow, system performance, and maintainability.
• Data Privacy, Security, and Regulatory Compliance: Knowledge of data governance, privacy regulations, security controls, and compliance requirements applicable to HR platforms.
• Stakeholder and Vendor Management: Ability to collaborate with HR Product Owner, business leaders, technical teams, and third-party vendors to align technology solutions with organisational objectives.
• AI Strategy and Enablement for HR Platforms (Good to Have): Experience evaluating, implementing, or advising on AI-driven capabilities within HR technology platforms, including automation, analytics, and employee experience solutions.
• Education and Certifications: 4 year /Bachelor degree required.