Senior Manager, Engineering Growth Tech

As Sr. Engineering Manager of Growth Tech; You lead and build engineering teams to deliver Growth Tech solutions to our Home Instead offices. You partner with Product and Data to deliver innovation and scalable solutions for demand management, hiring, and care operations. Your solutions interact with leading 3p SaaS used by thousands of users to drive operations automation and intelligent prioritization of tasks that drive our key business metric:  increasing the hours spent caring for aging clients. Each release delivers new functionality and progress toward office operations architecture. You lead architecture and delivery.  You prioritize development by customer voice, adoption potential, business impact, and architecture improvements. Drive product from concept to launch and operations. 

Responsibilities:
Technical Competencies and Leadership:

• Develop and execute a robust technical strategy that encompasses development methodologies like Agile and Scrum, systems architecture, and extensive use of cloud platforms (AWS, Azure, Google Cloud).
• Lead and review the architecture of systems, ensuring best practices in code quality, managing technical debt, and implementing effective APIs and eventing strategies.
• Oversee the migration strategies from third-party to in-house solutions, ensuring seamless transition and integration.

Stakeholder Management:

• Partner with Product to align delivery to identified Customer needs from regular operator conversations, data and process analysis, and industry best practices. Drive the voice of the customer with weekly “Owner WBR” sessions using your products to conduct deep dive operating reviews at the owner/franchise level.  
• Help define Growth planning architecture vision and then coordinate stakeholder requests and customer needs into product solutions complete with feedback loops, adoption plans, and collaborate on measured business impact projections.
• Lead project planning activities including sprint planning, resource allocation, setting timelines, budgeting, managing cross-team dependencies, and risk management.
• Ensure the delivery of projects on time and within budget, while managing the technical and business risks.

Team Development:

• Hire, align, and develop your team into defined roles with ongoing refinement of team charter and mission
• Mentor and develop the team, promoting a healthy engineering culture and managing performance to foster engineering excellence and career development.

Operational Excellence:
Be responsible for improving operational efficiency, managing technical operations, and ensuring system reliability to support business operations and growth.

What results do you generate?
Support the Honor Growth Tech Tenets of delivering value through business impact

Key results for this role:

• Increase franchise owners with revenue growth -- by improving input drivers and efficiency through focus on high-value tasks
• Drive product adoption/satisfaction while lowering operating costs.
• Increase automated and AI powered applications
• Increase delivery cadence of new functionality and business value 

Required Skills

• Computer Science or Engineering focused undergraduate or master degree in computer science or equivalent experience in a technical company.
• Demonstrated leadership of one or more engineering teams in different size organizations from startup to scaled big tech to deliver initiatives and architecture.
• Demonstrated Software Management skills including design, feature prioritization, operations and successful deployment/release management delivering or growing online or SaaS products
• Building Customer focus informed from regular direct user interaction, industry monitoring, and observations across domains. High eq, empathy visible via UX in products built and the development process.
• Prioritization across multiple work-streams: Managing multiple goals, deadlines, timelines, scopes, and resources.
• Communication & Collaboration Skills: Ability to communicate effectively, particularly via written communication with both technical and non-technical team members from front line contributors to c-level leaders.