Job Description

Location: Onsite in Omaha, NE

Employment Status: Full-Time

Compensation: $140,000 - $150,000 Annually + Bonus

Travel: Up to 50%

Who We Are

Thermo Systems is a global, full-service control systems integration partner delivering premier class automation solutions across the Energy, Life Sciences, and Mission Critical markets.

Guided by The Thermo Way, we are unified, dynamic, and committed to delivering excellence. Our culture is grounded in three core principles:

• Employee Success – investing in our people and their growth
• Customer Success – delivering reliable, high-quality solutions
• Financial Strength – operating with discipline and long-term focus

We believe strong teams, trusted partnerships, and technical excellence drive sustainable success.

The Opportunity

The Senior Engineering Team Lead is an experienced people leader responsible for the performance, development, staffing, and successful delivery of an engineering team operating across demanding or competing project needs. The role independently manages most team, employee, staffing, and delivery issues while developing engineers and emerging leaders for greater responsibility.

Senior Engineering Team Leads coordinate with senior technical contributors to ensure their teams receive effective technical direction, mentoring, review, and development. They are accountable for recognizing patterns in quality and performance, ensuring employees receive useful feedback, and addressing recurring problems through coaching, training, mentoring, or other appropriate development.

The role is focused on leadership rather than individual technical production. Limited technical contribution may be appropriate when needed to support delivery, coaching, or a specific team need, but success is primarily measured through the performance and development of the team.

What You’ll Do

Core Responsibilities:

• Lead the performance, development, staffing, workload, and delivery of an engineering team operating across demanding or competing project needs.
• Set clear expectations and priorities, hold employees accountable for commitments and professional performance, provide timely feedback and coaching, and independently address most employee performance or conduct concerns within the role's authority.
• Manage assignments and workload across competing project demands, evaluate available options, negotiate priorities with Project Management and other leaders, and develop practical solutions when available resources cannot satisfy every request.
• Work with senior technical contributors to ensure the team receives effective technical direction, review, mentoring, and development and that difficult technical issues are connected with the appropriate expertise.
• Identify patterns in quality or employee capability, ensure useful feedback reaches employees, and address recurring problems through development plans, coaching, training, mentoring, changes in assignment, or other appropriate action.
• Develop employees for increased independence and responsibility and identify and develop individuals with the potential to move into people leadership.
• Support recruiting and workforce planning by identifying staffing or capability needs and participating in interviewing, selection, onboarding, and retention efforts.
• Independently resolve most team, staffing, performance, and delivery problems. When broader involvement is required, provide clear context, alternatives considered, and a recommended path forward.
• Provide guidance and support to less-experienced Team Leads or employees performing limited supervisory responsibilities.
• May provide limited technical contribution when necessary to support delivery, coaching, or a specific team need, but individual production is not a primary responsibility of the role.

Collaboration & Communication:

• Communicate priorities, expectations, decisions, and organizational changes clearly and provide employees with the context necessary to understand how those decisions affect their work.
• Maintain effective communication with employees regarding performance, development, workload, project needs, and changing priorities.
• Build productive working relationships with Project Management, technical leaders, other Team Leads, and cross-functional partners to resolve staffing, delivery, and employee-development needs.
• Navigate competing priorities and disagreements constructively, bringing the appropriate people together and working toward practical solutions.
• Communicate significant risks and problems with clear context, alternatives considered, actions taken, and recommendations when additional involvement is required.
• Promotes a positive, professional, and respectful work environment that supports teamwork and open communication.

Quality, Safety & Process:

• Accountable for the quality performance of the team and for ensuring employees consistently meet applicable technical, project, and organizational expectations.
• Use feedback from projects, technical leaders, quality processes, and other sources to identify patterns in employee or team performance and ensure those patterns are addressed rather than repeatedly corrected downstream.
• Coordinate with senior technical contributors and Engineering Excellence to address capability gaps through coaching, mentoring, training, technical review, improved work practices, or other appropriate actions.
• Ensure engineering standards, processes, procedures, and quality requirements are understood and consistently applied across the team, and identify areas where additional guidance or improvement is needed.
• Reinforce company safety expectations, address unsafe conditions or behaviors, and ensure employees understand their responsibility and authority to stop or escalate work when safety is in question.
• Identify recurring process, quality, or execution problems and work across teams or functions to develop practical improvements.

Leadership & Organizational Influence:

• Provide consistent leadership during difficult employee, staffing, project, or organizational situations and help the team remain focused on successful outcomes.
• Develop employees for greater responsibility and help emerging leaders build judgment, communication, problem-solving, and people-leadership capability.
• Work with senior technical contributors and other leaders to strengthen technical capability and ensure employees receive effective direction, mentoring, and development.
• Identify recurring problems that extend beyond an individual employee or assignment and work with other leaders to develop practical solutions.
• Provide useful feedback and recommendations on organizational practices, standards, training, staffing, and other issues affecting employee or team performance.
• Support organizational change by helping employees understand why changes are occurring, translating broader direction into clear expectations, and identifying implementation problems that need to be addressed.

People Leadership:

• Directly supervise assigned employees and take responsibility for their performance, development, workload, and employee experience.
• Set and reinforce clear expectations, provide timely and actionable feedback, and hold employees accountable for performance, behavior, communication, and commitments.
• Independently handle most routine employee-performance and conduct matters and engage Human Resources or other leadership appropriately for more significant or sensitive situations.
• Develop individualized approaches to employee development based on demonstrated strengths, capability gaps, career interests, and business needs.
• Create opportunities for employees to take on greater responsibility and evaluate readiness based on sustained demonstrated capability rather than tenure or potential alone.
• Make fair, evidence-based recommendations regarding recognition, compensation, advancement, development, and other employee decisions.
• Identify employees with leadership potential and provide coaching, feedback, and appropriate opportunities to begin developing people-leadership capability.
• Provide guidance to less-experienced Team Leads or employees performing limited supervisory responsibilities.

What We’re Looking For

Education & Experience:

• Bachelor’s degree in Engineering, Engineering Technology, Computer Science, or a related technical field, or equivalent education and relevant experience.
• Typically 10+ years of relevant engineering or automation experience, with demonstrated capability and judgment consistent with the responsibilities of the role.
• Demonstrated success directly managing and developing employees, including setting expectations, providing feedback, addressing performance concerns, and developing employees for greater responsibility.
• Broad experience delivering automation or control-system engineering work across projects, systems, or stages of the project lifecycle.

Skills & Qualifications:

• Broad engineering and automation background sufficient to understand the work performed across the team, evaluate employee capability and work quality, recognize significant technical and delivery risks, and connect difficult problems with appropriate technical expertise.
• Ability to coordinate effectively with senior technical contributors to ensure employees receive appropriate technical direction, review, mentoring, and development.
• Demonstrated ability to lead and develop technical employees, manage performance, handle difficult conversations, and prepare employees for greater independence or responsibility.
• Strong judgment and problem-solving ability in employee, staffing, project, and delivery situations, with the ability to independently resolve most team-level problems and provide recommendations when broader involvement is required.
• Ability to balance competing resource demands, evaluate alternatives, negotiate priorities, and develop practical solutions when available resources cannot satisfy every request.
• Ability to recognize patterns in employee performance, quality, or capability and develop appropriate actions to address them.
• Strong written and verbal communication skills, including the ability to explain decisions, provide useful context, and communicate problems with clear recommendations.

What You’ll Get

• Competitive compensation with annual bonus opportunity
• 401(k) with company match
• Comprehensive medical, dental, and vision coverage with low-cost options
• Paid time off and sick leave
• Tuition reimbursement and professional credential support
• In-house and external technical training opportunities
• Exposure to complex, high-impact automation projects
• A collaborative culture built on integrity, accountability, and teamwork
• Learn more at www.thermosystems.com

Work Environment & Physical Requirements

The physical and environmental demands described here are representative of those required to perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Equal Employment Opportunity

Thermo Systems provides equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetics, or any other protected status.

Disclaimer

This job description outlines the general nature and level of work expected. Responsibilities may evolve based on business needs.