Aviation Design Team Leader at Woolpert, Inc. in Indianapolis, Indiana

Posted in Other 1 day ago.





Job Description:

Description

Aviation Design Team Leader


Woolpert, Inc. is a cutting-edge national architecture, engineering and geospatial (AEG) firm delivering value to clients by blending engineering excellence with innovative technology and geospatial applications. Woolpert was recently certified as an Employer of Choice by Great Place To Work. We believe great companies are built from exceptional people and amazing clients. As we grow, we are seeking an Aviation Design Team Leader to lead or design Teams in Indianapolis, IN, and Columbus, OH.


The Aviation Design Team Leader is a strong communicator (written/oral) and collaborator capable of working with technical staff and project management staff. The Team Leader has managerial and technical problem-solving skills to meet the team's challenges. Aviation Design Team Leader is responsible for effective planning and scheduling of key resources on aviation planning/design projects. They are responsible for managing a team of technical staff in multiple offices and includes promoting the growth of the team and individual team members. Reporting staff include aviation engineers, planners, engineering technicians, CAD specialist, and grant administrators. The Aviation Design Team Leader performs goal setting for the team, conducts performance reviews, performs personnel changes, and interviews and hires technical team members when appropriate. The Aviation Design Team Leader also provides a technical role to the team in addition to the people management role. This may include but is not limited to planning, design, budgeting, scheduling, monitoring, quality control, or specialized aviation skills on project related work.


Responsibilities:



  • Establishes employee performance goals, provides regular feedback and works with assigned technical team members to achieve individual goals.

  • Effectively resolves conflict within the team by initiating and facilitating communication.

  • Mentors and coaches their direct reports.

  • Communicates with the Aviation Market Practice Leaders and Project Managers on technical staff resource planning and ensures Team resource planning is maintained.

  • Runs weekly resource planning meeting and communicates, directs, and delegates execution of technical tasks to and among technical team members.

  • Communicates issues affecting technical phase/task work quality, project schedule, or budget and escalates unresolved issues to discipline leader and project managers.

  • Clarifies performance expectations of phase and/or task deliverables.

  • Posts job requisitions, interviews, and hires technical team members.

  • Identifies plan vs. actual performance variances. Provides monthly reporting of resource planning, percent completes, budget dollar variance and market communications.


Requirements:



  • BA/BS in civil engineering, aviation, or related technical design field.

  • A minimum of 8+ years professional experience preferred.

  • Previous people management experience that includes conflict resolution and a desire to lead a team to success.

  • Previous people management experience that includes conducting performance reviews preferred.

  • Must be able to make sound decisions/recommendations based on the evaluation and synthesis of project information and data.

  • Must possess strong organizational skills to successfully manage multiple, competing priorities.

  • Must be comfortable taking initiative to interact with others and resolve conflicts.

  • While committed to team efforts, must be willing to act independently. A strong sense of personal responsibility for deadlines and work product is a must.

  • Must write clearly, including grammar, spelling, and punctuation.

  • Proficiency with Microsoft Office.



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)