Job Description:
Triumph Group

Position

We have an exciting opportunity for a NPI Program Manager to join our West Hartford, CT team. The Program Manager is accountable for the planning, directing, and execution of programs, including full life cycle management of products per assigned Customer Accounts.

Responsibilities

The Program manager is responsible for overall customer account management and serves in a critical customer-facing role; tasks and activities can include:

•Lead assigned cross-functional Integrated Program Team (IPT) including operations, engineering, test, quality, purchasing, and manufacturing to ensure proactive focus on program requirements, quality, deliveries, and customer satisfaction.
•Coordinate/lead multiple projects of med-high complexity and risk or projects with multiple sub-projects.
•Drive relevant project and project status communications; Monitor progress through project reviews.
•Execute, monitor and control the schedule, cost deliverables, risk management and scope to meet stakeholder expectations.
•Work with functional managers and department heads to allocate resources to the project team.
•Proactively manages for resource conflicts and constraints.
•Leverage the use of the Triumph Product Development process to support New Product Introductions.
•Operates across the enterprise to resolve elevated issues internally and with the customer, working to ensure removal of roadblocks to success.
•Coordinates with Business Development and Contracts Administration to act as the primary leads for customer contact, improving the customer relationship and working with them for additional and follow-on business.
•Presents and represents program status to customer and Triumph senior leadership.
•Participate in strategic planning/financial planning processes.
•Accountable for scope change management within the project. Responsible for orchestrating response to customer scope changes in collaboration with Business Development and the project team.
•Lead or support continuous improvement initiatives, including Kaizen events.
•Participate in and support new business development activities, including customer meetings, technology roadmaps, and proposals.

Desired Interpersonal Skills:
•Ability to lead a cross-functional team, providing guidance, support, and coaching to employees
•Ability to organize and prioritize multiple tasks
•Strong interpersonal skills with ability to interface with an organization at all levels
•Demonstrated work ethic
•Ability to take the initiative to become involved in activities to help resolve problems and make improvements
•Excellent oral and written communication skills
•Be able to negotiate face to face or with a group
•Understand and influence stakeholders – see the big picture
•Have a good understanding of risks to be taken or not
•Challenge preconceived ideas
•Excellent in building sustainable relationships

Qualifications

•Bachelor's degree required; degree in Engineering or another technical field preferred.
•7 years of related Program/Project management experience is required. Experience in an aerospace, defense or other engineering/manufacturing industry is preferred.
•Must have good command of project management methodologies (e.g. PMI-PMBOK or equivalent). PMP or equivalent certification is preferred.
•Demonstrates a commitment to Quality, specifically Six Sigma, Lean and continuous improvement philosophies.
•Proficiency with MS-Project program scheduling/resource allocation planning tools is essential.
•Strong business acumen coupled with aptitude and motivation to learn new functions and expand areas of expertise.
•Effective strategic, long-term and planning thought processes.
•Manage all major issues in primary practice areas with minimal supervision.
•Comfortable in giving presentations to senior leadership.
•Focused on customer needs, builds and maintains trust in relationship.
•Ability to travel both domestically and internationally, as required.

Benefits

•Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)
•Healthcare spending accounts
•Paid parental leave
•Paid/flexible time off in addition to paid company holidays
•401(k) with company match
•Employee Stock Purchase Plan
•Disability and life insurance
•Incentives and performance-based rewards
•Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).

PI253568248

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