Senior Program Manager

Role and responsibilities:

As Senior Program Manager: The role involves end-to-end program management including project justification, initiation, and comprehensive planning covering scheduling, resource allocation, and budgeting. The candidate will identify and mitigate project risks, manage program status through regular meetings, executive dashboards, risk tracking, and timely issue resolution. Strong communication skills are essential for stakeholder engagement and prompt information dissemination. Responsibilities also include ensuring timely and complete program deliveries, managing relationships with external development partners, and coordinating development team efforts for the maintenance of shipping products, including response and resource management.

Job Requirements:

Educational Qualification: Bachelor's degree in computer science, Electronic Engineering or a related field

Experience: Minimum of 15-18 Years of relevant Program Management Experience + 6 plus years People Management Experience 

Skills: (Technical & Behavioral skills)

• Proven ability to work independently in a dynamic development environment
• Experience working with globally dispersed product development, support, sales and manufacturing teams
• Excellent written, verbal, and interpersonal/communication/negotiation skills to coordinate and drive a project to successful completion
• Knowledge of software and hardware development process
• Technical capability to understand complex product development issues
• Ability to be resourceful in researching and recommending solutions
• Ability to develop and manage aggressive, but realistic, schedules and communicate/drive them effectively throughout the organization.
• Ability to manage multiple projects concurrently and supply regular, accurate and relevant status to management.
• Ability to effectively work with cross functional groups including engineering, QA, technical support, marketing, sales, etc.
• Effective meeting management skills
• Strong knowledge of program management processes
• Knowledge of the Microsoft Office Suite, including Microsoft Project
• Experience in external customer-facing roles
• Experience with working with global teams, internal and external
• Behavioral Skills: Should have strong verbal and written communication, stakeholder management, accountability, detail & strategic orientation, take initiative, learnability, problem-solving skills and attention to details

Desirable but not mandatory:

• Knowledge of the printing industry
• Experience with Agile development methodology
• Knowledge of Japanese language will be an add on

What’s in it for you?

• Opportunity to work in a Multinational Product Organization
• Partner with and learn from seasoned professionals / leaders
• Accelerated career growth
• Flexible, hybrid work environment with a healthy work life balance
• Culture of meritocracy, inclusion, empowerment, and fun
• Competitive pay and benefits

Equal Opportunity & Disability Accessibility Statement

Fiery is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, veteran status, gender identity or expression, or any other basis protected by local, state or federal law. This policy applies with regard to all aspects of one’s employment, including hiring, transfer, promotion, compensation, eligibility for benefits and termination. EEO is the Law: Equal Employment Opportunity | U.S. Department of Labor 

Fiery is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at talentacquisition.mailbox@fiery.com. Fiery will make determinations on such requests for accommodation or assistance on a case-by-case basis.


Pay Transparency Nondiscrimination Provision

Fiery 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).