Mechanical Engineering Discipline Manager

Barrios Technology•Houston, TX

4d•Hybrid

About The Position

Barrios Technology is an engineering solutions partner with more than 45 years of experience supporting NASA and the commercial space industry. We deliver innovative engineering, software, and technology integration services across NASA centers nationwide. Barrios prides itself on a people-focused culture that values creativity, diversity, professional growth, and a healthy work–life balance. We need your talent, teamwork, and energy to help us achieve great things that inspire people all over the globe. Bring creative ideas and diverse backgrounds to help us envision, shape, and deliver systems that will enable the exploration of space while benefiting people here on Earth. We are excited about what we do, and we need you on our team as we take on exciting challenges for NASA’s pursuits in deep space exploration. Currently there is an exciting opportunity for a Discipline Manager to join the team with Barrios, a teammate company.

Requirements

Bachelor's degree in Mechanical Engineering
Minimum 8 years of experience, including at least 4 years managing people
Demonstrated experience leading mechanical engineering teams supporting the design, analysis, development, integration, testing, and sustainment of complex systems and hardware.
Strong understanding of mechanical engineering principles, engineering design processes, and industry best practices.
Demonstrated customer-service mindset with a commitment to delivering high-quality engineering solutions that meet customer requirements and business objectives.
Demonstrated ability to lead functional teams, developing the capabilities of those teams and supporting employee career development.
Collaborative leadership approach that balances the priorities of several Barrios stakeholders (ex. Growth, Program Management)
Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals and target clear and concise message to the appropriate audience
Must be a U.S. Citizen and successfully complete a U.S. government background investigation.
Applicant selected may be subject to government security investigation and must meet eligibility requirements for access to classified information.
Must have sufficient mobility to enter areas of test facilities where necessary.
Regular attendance in accordance with established work schedule is critical.
Ability to work outside normal schedule and adjust schedule to meet peak periods and surge requirements when required.
Must be able to work in a team atmosphere.
Must put forward a professional behavior that enhances productivity and promotes teamwork and cooperation.
Grooming and dress must be appropriate for the position and must not impose a safety risk/hazard to the employee or others.

Nice To Haves

Master's degree in Mechanical Engineering or a related technical discipline.
Professional Engineer (PE) license or other relevant technical certifications.
Experience supporting aerospace, defense, government, or complex engineering programs.
Experience leading multidisciplinary teams and collaborating with Systems, Electrical, Software, Manufacturing, and Test Engineering organizations.
Familiarity with engineering analysis tools, CAD systems, configuration management processes, and engineering review boards.
Experience supporting proposal development, business growth initiatives, and technical solution development.
This position may require some commuting and traveling to other installations as needed.

Responsibilities

Leading and developing the mechanical engineering workforce, ensuring the department possesses the technical expertise, leadership, capacity, and operational effectiveness necessary to support current programs and future business growth.
Serving as the primary leader for workforce management within the Mechanical Engineering discipline and is accountable for balancing organizational needs, employee development, customer commitments, and the continued growth of mechanical engineering capabilities across the organization.
Fostering engineering excellence and ensuring the department is prepared to meet evolving technical and business challenges.
Implementing strategic direction established by the Services Director and translating organizational objectives into actionable workforce and operational plans.
Anticipating future workforce needs and working with Group Supervisors and Leads to ensure the department develops the capabilities and talent necessary to support future business opportunities.
Providing leadership, coaching, and performance management for employees and subordinate leaders across the department.
Establishing clear performance expectations, supporting career development, and ensuring employees receive the guidance and opportunities needed to grow professionally.
Creating an environment that encourages technical excellence, engagement, accountability, collaboration, and continuous development.
Working closely with the Service Delivery Manager and HR recruiter to identify hiring requirements, define critical skill needs, and attract highly qualified talent.
Developing strategies to retain key personnel and maintain organizational stability.
Ensuring the Discipline successfully supports all assigned programs and projects while maintaining workforce health and organizational effectiveness.
Maintaining awareness of current and projected workload across all groups.
Maintaining visibility of employee assignments, workload distribution, and staffing demands across all groups.
Evaluating workforce capacity relative to customer demand and developing plans to address shortages, surpluses, or emerging skill gaps.
Monitoring operational performance, identifying challenges, and implementing solutions that improve efficiency, responsiveness, and execution.
Providing oversight of departmental staffing expenditures, workforce investments, training allocations, and operational resources.
Ensuring available resources are used effectively and aligned with organizational priorities.
Identifying workforce and operational risks that could impact execution, employee retention, technical capability, or future growth.
Developing mitigation strategies and working with leadership to address issues before they become organizational constraints.