Technical Team Lead

Thermo Systems•Omaha, NE

2d•Remote

About The Position

The Technical Team Lead is a people leader responsible for the performance, development, workload, and delivery of an assigned technical team. The role sets expectations, provides regular feedback and coaching, manages employee performance, and ensures employees have the direction, resources, and development needed to succeed. Working with senior technical contributors, the lead provides appropriate technical direction, mentoring, and support, and addresses quality or capability issues. The role manages staffing and competing project needs, resolves routine team and delivery problems, and escalates issues when additional authority or expertise is required. The position is primarily focused on people leadership and team delivery; technical or project work may be performed when appropriate, but individual production remains secondary to leadership responsibilities. The role collaborates with Project Management, technical leaders, and other teams to align staffing, priorities, schedules, travel requirements, and deliverables. It is accountable for team quality performance, reinforcing applicable technical standards and safety expectations, and supporting employee career development, recruiting, onboarding, and organizational changes. The position is remote and US-based, with travel of up to 50%.

Requirements

Associate degree or other relevant technical education in controls, automation, electrical, electronics, engineering technology, design, information systems, or a related field; or equivalent practical experience.
Typically 7+ years of relevant technical experience in control-system startup, commissioning, integration, troubleshooting, panel design, or related automation work, with demonstrated capability and judgment consistent with the role.
Demonstrated readiness to formally lead employees, including experience providing direction, feedback, coaching, mentoring, or other leadership to technical staff.
Experience delivering technical work in field, startup, commissioning, design, or other relevant project environments.
Strong practical technical background sufficient to understand employees' work, evaluate capability and quality, recognize technical, field, design, and delivery risks, and identify when additional expertise is needed.
Ability to work effectively with senior technical contributors and Engineers to provide employees with technical direction, review, mentoring, and development.
Ability to lead and develop technical employees through clear expectations, timely feedback, coaching, accountability, and appropriate development opportunities.
Sound judgment in routine employee, staffing, field, project, and delivery situations, including knowing when to act independently and when additional expertise or authority is needed.
Ability to plan and balance employee workload based on project needs, capability, availability, location, travel requirements, and development opportunities.
Ability to address performance concerns and difficult conversations directly, professionally, and in a timely manner.
Strong written and verbal communication skills and ability to work effectively with employees, Project Management, technical leaders, customers, and other organizational functions.

Responsibilities

Lead the day-to-day performance, development, workload, and delivery of an assigned technical team.
Set employee expectations and priorities, monitor progress and commitments, provide timely feedback and coaching, and address performance or conduct concerns.
Plan and manage assignments and workload based on project needs, employee capability, availability, travel requirements, development opportunities, and other business requirements.
Work with Project Management and other leaders to resolve routine staffing conflicts, changing priorities, schedule constraints, travel needs, and other delivery issues.
Work with senior technical contributors to ensure employees receive appropriate technical direction, review, mentoring, and support.
Monitor team work quality and address recurring quality or capability issues through coaching, training, mentoring, or other development.
Support employee career development by understanding strengths, development needs, and career goals and providing feedback, learning opportunities, and assignments.
Participate in recruiting, interviewing, selection, onboarding, and integration of new employees.
Solve routine employee, staffing, and delivery problems independently and escalate issues requiring additional expertise, authority, or organizational involvement.
Perform technical or project work when appropriate to support team delivery or employee development, while keeping individual production secondary to leadership responsibilities.
Communicate priorities, expectations, decisions, and changes clearly and maintain regular communication with employees about workload, performance, development, project needs, travel or field requirements, and work-related issues.
Coordinate with Project Management, technical leaders, and other teams to align staffing, priorities, schedules, travel requirements, and deliverables.
Address routine disagreements, competing priorities, and communication problems constructively; communicate risks and problems early, including impacts, actions taken, and support or decisions needed.
Promote a positive and professional work environment through actions, communication, and interactions.
Ensure employees understand and meet applicable technical, project, organizational, standards, procedure, process, and quality expectations.
Seek feedback on employees' work, communicate relevant feedback, and ensure recurring issues are addressed with appropriate technical resources.
Reinforce company safety expectations, address unsafe conditions or behaviors, and support employees in stopping or escalating work when safety is in question.
Identify recurring process or execution problems and work with appropriate leaders or functions to resolve them.
Lead by example in accountability, judgment, communication, teamwork, and professional behavior; help employees become more capable, independent, and effective.
Support organizational changes and leadership decisions by communicating their intent and helping employees adapt.
Directly supervise assigned employees and take responsibility for their performance, development, workload, and employee experience.
Hold regular employee conversations about performance, development, workload, travel or field concerns, and career goals; recognize strong performance and address concerns promptly.
Make fair, evidence-based recommendations regarding employee development, recognition, compensation, and advancement based on demonstrated performance and readiness.
Engage Human Resources or other leadership when employee matters require additional expertise, documentation, or authority.