About the role

The Competency Centre Manager (CCM) is accountable for the management of a “fit for purpose” high quality engineering organisation, delivering specific technologies, or delivery assurance services to Zenitech’s clients. The CCM balances a depth and breadth of technical knowledge with strong management experience and best practice. The CCM ensures effective technical responsiveness through monitoring current & medium-term market requirements for skill levels and implements training programmes for the CC.

The CCM is responsible for an organisation of between 50 and 250 individuals in Platform Engineering roles. 

Responsibilities

  • Delivers high quality engineering or assurance services to clients working with the Client Success Management organisation to meet all contractual and qualitative expectations.
  • Maintains the CC skills by effectively managing and shaping staff capacity and skill profile in response to market demand.
  • Fosters a culture of continuous learning by developing future-ready skills through cross-skilling and upskilling initiatives within the CC.
  • Possesses a strong opinion and provides thought leadership on current technology trends, offering insights and strategic advice to drive innovation and stay ahead in the industry.
  • Defines short and medium-term strategies for the CC, aligned with Zenitech goals and operational targets to meet CC specific KPIs/Metrics.
  • Works closely with Zenitech Sales, Client Success Organisation, Resourcing and Recruitment to build a consistent, efficient and effective delivery experience for the client.
  • Works with Sales and the Technology Office to identify future market trends in relation to technology advances for the CC.
  • Seeks through formal and informal channels market information to maintain the competitiveness of the CC talent pool.
  • Ensures salary levels within the CC remain market-competitive and within Zenitech’s salary bands.
  • Drives staff engagement activities within the CC to ensure retention of talent.
  • Cooperates with Resourcing management in allocation of engineers, management of the bench and rotation planning for the individuals within the CC.
  • Ensure that the Recruitment function is equipped to credibly attract a pool of qualified candidates for the CC vacancies.

Leadership

  • As the most senior manager in the CC structure, the CCM takes ownership for preparing the CC management team to deal with both evolutionary and revolutionary changes in daily operational tasks to achieve the agreed CC performance metrics.
  • Responsible for the efficient and effective management to meet KPIs/Metrics.
  • Act as the point of escalation for engineers’ performance issues in Competence Centre.
  • Cooperate closely with CC People Leads to increase engagement across CC population and reduce attrition.

Requirements

  • 5+ years’ experience in a managerial role.
  • Technical background (past or current programming experience).
  • Experienced in managing teams of 50+ people; knowledgeable in performance appraisal, mentoring & coaching a broad population etc etc.
  • Experienced in cooperating with other departments within a software & technology services company (Other Technical Groups, Project Delivery, Resourcing, HR, etc).
  • Proven track record of subordinate career mentorship, setting goals for developing individuals.
  • Interested in self-development including extending personal core competencies to include developing a business oriented approach to problem solving.

Targets and Accountability

Direct Accountability Areas

  • Developing and managing CC plans for people, processes and technologies.
  • Providing fit for purpose engineering skills to meet utilisation and cost metrics.
  • Providing necessary training to keep a high level of engagement.
  • Identifying and implementing supportive actions to decrease voluntary attrition levels.
  • Shaping total salary costs within the target KPi; managing the salary increase process and attention to flight risk management.
  • Cooperate with both the Resourcing & Recruitment (Talent Acquisition) functions to assign and hire skilled individuals.
  • Supporting pre-sales through working under the direction of the Technology Office to provide CC experts who may be required to interact directly with the client.

KPIs

  • Billable utilisation.
  • Engineering attrition.
  • Net Promoter Score across all clients (Delivery Assurance CC only).
  • Average salary per CC (including contractors’ costs)

Benefits

  • Hybrid / remote working model* and flexible working hours
  • 2 emergency days*
  • Private Health Insurance
  • People Lead system for your personal development
  • Referral System
  • Technical equipment based on your preferences
  • Pension plan
  • Opportunity to work abroad*
  • Cafeteria System*
  • Meal tickets/team lunches*
  • Discounts*

*As we are hiring for multiple locations (RO, LT, HU), benefits might differ. Additionally, we offer remote opportunities only in Romania, Lithuania and Hungary.