What are the responsibilities and job description for the Test Engineering Manager position at Neptune Technology Group Inc.?
Position Summary
The Test Engineering Manager is responsible for leading the development, implementation, and support of production test systems for high-volume manufacturing of electronic meter reading systems. The Test Engineering Manager will have expert level knowledge in test system development with NI LabVIEW and TestStand. The best candidates have exceptional interpersonal communication skills, troubleshooting ability, and project management in a dynamic manufacturing environment. Familiarity with In-Circuit Test methods and equipment is preferred but not a requirement. The Test Engineering Manager will lead a group of Test engineers and work closely with Quality, Manufacturing, IT & Security, and R&D. The Test Engineering Manager is considered a leadership role and will be expected to mentor other engineers both formally and informally.
Objectives
- Manage the Test Engineering group projects and priorities.
- Develop and maintain technical specifications and documentation for such systems by established methods.
- Work closely with other Engineering and Manufacturing personnel throughout the design of new products and provide assistance as needed for implementing new products into production.
- Oversee installation, operation, maintenance, validation, troubleshooting, and repair of production test equipment and software.
Requirements
Education: BS degree in Electrical/Electronic Engineering
Experience: 6 years of test system development experience with NI LabVIEW and 2 years managing a test engineering team in a high-volume manufacturing environment
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)
