Senior Manager - Strategic Engineering

Job Title: Senior Manager – Strategic Engineering

Role Purpose

The Senior Manager – Strategic Engineering is responsible for enabling and strengthening the organization’s centralized engineering model by driving strategic resource planning, governance, and deployment of engineering capabilities across multiple technical domains. The role ensures optimal utilization of engineering talent, cost efficiency of bench strength, and alignment of engineering capacity with business priorities and emerging opportunities. This position also leads centralized resource management through structured skill inventory, demand-driven workforce planning, and the Build-Buy-Borrow framework to ensure sustainable capability development and delivery excellence across entities.

Key Responsibilities

Strategic Engineering & Centralization

• Execute the Strategic Engineering roadmap to support engineering centralization, scalability, and innovation objectives.
• Drive centralization of engineering capabilities based on assessment of group-wide resources, capability gaps, and potential business opportunities.
• Establish a centralized engineering model that improves efficiency, capability visibility, and responsiveness to strategic and operational needs.
• Align centralized engineering capacity with short-term program requirements and long-term organizational growth priorities.
  
  

• Lead engineering resource planning, demand forecasting, and capacity management across centralized engineering pools.
• Optimize the cost and utilization of bench strength by proactively managing deployment, redeployment, and workforce balancing.
• Implement effective resource management strategies to ensure optimal allocation, mobility, and productivity across programs and entities.
• Govern resource allocation based on business priority, technical capability, availability, and strategic value.
  
  

• Establish and maintain a comprehensive engineering skill inventory aligned with current and future demand patterns.
• Continuously monitor capability gaps and workforce readiness to support emerging technologies, programs, and strategic initiatives.
• Enable data-driven workforce planning using skill mapping, utilization metrics, and capability forecasting.
• Promote capability development, upskilling, and cross-functional mobility to enhance workforce flexibility and readiness.
  
  

• Build: Develop internal capabilities through training, upskilling, and workforce development programs.
• Buy: Support strategic hiring aligned with capability gaps and long-term organizational needs.
• Borrow: Leverage contractors, partners, or shared resources to address short-term or specialized requirements. Ensure cost-effective and strategic workforce decisions aligned with organizational objectives.
  
  

• Drive standardization of engineering processes, tools, methodologies, and quality standards across centralized and entity-level teams.
• Monitor engineering utilization, bench cost, deployment efficiency, and delivery performance metrics.
• Establish governance frameworks for engineering resource management, workforce planning, and centralization effectiveness.
• Engage with business leaders, program managers, and engineering stakeholders to align resource plans with program delivery needs.
• Enable effective collaboration between centralized engineering pools and entity-based teams to ensure seamless execution.
  
  

• Identify opportunities to improve resource efficiency, workforce agility, and cost optimization.
• Promote knowledge sharing, capability development, and continuous improvement across engineering disciplines.
• Support organizational transformation toward a scalable, centralized engineering operating model.
  
  

• Bachelor’s degree in Industrial Engineering, Operations Research, Statistical Modelling, Engineering Management, or related technical discipline.
• 08–10 years of experience in engineering resource management, workforce planning, or centralized/shared engineering environments.
• Proven experience managing engineering resource pools, workforce utilization, and centralized capability models.
• Experience implementing workforce strategies such as Build-Buy-Borrow, skill inventory management, and demand-based workforce planning.
• Experience within aerospace, defense, advanced technology, or regulated industries is preferred.
• Experience in multi-entity, multi-project, or matrix organizational environments is highly desirable.
  
  

• Strategic engineering resource planning and optimization.
• Engineering resource management, bench strength optimization, and cost control.
• Workforce planning, skill inventory management, and capability mapping.
• Build-Buy-Borrow workforce strategy implementation.
• Centralized engineering model and shared services governance
• Demand forecasting, capacity planning, and utilization management
• Engineering operations governance and delivery oversight
• Stakeholder management and cross-functional collaboration
• Data-driven decision making and workforce analytics
• Change leadership and organizational transformation
• Strategic execution and operational leadership