Engineer Mgr II - Svcs RF

Job Description

Date: Oct 11, 2019

Purpose of Job Role

The intention of this job role is to support the delivery workforce to make work more efficient through

adequate delivery tools, readiness, processes, ways of working, measurements, and competence models. Service

Delivery Management will develop and implement delivery models, frameworks, ways of working within

Service Delivery to create an environment that supports global efficiency and profitable growth.

 

Behavioral competences

  • Creating & Innovating
  • Formulating Strategies & Concepts
  • Adapting & Responding to Change
  • Relating & Networking
  • Presenting & Communicating Information
  • Persuading & Influencing
  • Working with People
  • Leading & Supervising
  • Adapting & Responding to Change
     

Operational Competences and focus

 

  • RAN Readiness focus/competency associated to product, services with key knowledge of processes and WoW within RAN / Engineering
  • Key program identification, establishment and launch
  • Construction and Integration process experience and technical expertise
  • PDU, first office application and CNS engagement with strategic vision for current and future technology/ies
  • Problem and performance management resolution support for identification and implementation for RAN and tool services
  • Competence development focus with strategic devolvement in training, process and documentation for all customer units
  • Tool and automation support, identification and new deployment of tool support (requirements, UAT)
  • Strategic focus on ML/AI
  • Future roadmap planning for operational support in MS Operations Engine MN alignment Tool interdependency

 

DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Therefore employees assigned may be required to perform additional job tasks required by the manager.

We are proud to be an EEO/AA employer M/F/Disabled/Veterans.  We maintain a drug-free workplace and perform pre-employment substance abuse testing.

Ericsson provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, pregnancy, parental status, national origin, ethnic background, age, disability, political opinion, social status, protected veteran status, union membership or genetics information.

Ericsson complies with applicable country, state and all local laws governing nondiscrimination in employment in every location across the world in which the company has facilities. In addition, Ericsson supports the UN Guiding Principles for Business and Human Rights and the United Nations Global Compact.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, training and development.

Ericsson expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, marital status, pregnancy, parental status, national origin, ethnic background, age, disability, political opinion, social status, protected veteran status, union membership or genetic information.

Ericsson 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 Ericsson or (c) consistent with Ericsson’s legal duty to furnish information.

Employee Polygraph Protection Act Notice - Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.  For more information, visit https://www.dol.gov/whd/regs/compliance/posters/eppac.pdf.

Ericsson is an equal opportunity employer and is committed to providing reasonable  accommodation for qualified disabled individuals during the application and hiring process.  Ericsson will make modifications or adjustments to the job application or interview process that will enable a qualified applicant to be considered for a position.  If you require an accommodation due to a disability, please contact Ericsson at hr.direct.dallas@ericsson.com or (866) 374-2272 (US) or (877) 338-9966 (Canada) for further assistance.

Primary country and city: United States (US) ||  || Plano || ServEng

Req ID: 292362