Hardware Engineering Manager

for prose. For Skills section, we need to see if there is explicit skills list. There's "Strong communication and influencing skills", "Strong business acumen, critical thinking, and change leadership skills". Could be considered skills. But we need to decide if we should create a Skills section. The instruction: "Prefer a few substantive sections over many thin ones." We could combine skills into Requirements or Qualifications. However they ask to use sections like Skills if there is content. We have some skill statements. Could create a Skills section with those items. But we also have many skill-like items in requirements. Might be better to put them under Requirements or Qualifications. Since they already have a "FOR THIS ROLE, YOU WILL NEED:" which is requirements. The "PREFERRED QUALIFICATIONS THAT SET YOU APART:" is qualifications. The "WHO YOU ARE:" could be more about personal attributes, maybe also qualifications. But we can treat "WHO YOU ARE:" as part of Requirements or Qualifications? It's more about personal traits. Could be part of Requirements. Given the instruction to prefer few substantive sections, we could have sections: About the role, Responsibilities, Requirements, Qualifications, Benefits. That's five sections. Skills could be omitted as its content overlaps with Requirements/Qualifications. Pay and Schedule omitted. We must not include filler like "commensurate with experience". Not present. We need to ensure we don't include boilerplate like EEO, legal, etc. Remove duplicated lines, etc. We need to preserve all substantive information. Let's capture all substantive info from the posting: - About the role paragraph. - Responsibilities list (5 items). - Who you are paragraph (emerging people leader...). - Requirements list (BS degree..., 5+ years..., demonstrated informal leadership..., strong communication..., commitment..., located..., authorized to work..., visa ineligibility). - Preferred qualifications list (5 items). - Benefits paragraph (market-leading 401(k)... etc.) - Culture & Commitment to You paragraph includes also mention of diversity, inclusion, training programs, development opportunities, etc. Actually after benefits there is more: "Our Culture & Commitment to You We recognize that for our organization to support a diverse workforce, we must focus on employee wellbeing.... Our goal is to offer a strong benefits foundation while allowing employees the flexibility to choose options that best suit their needs. At Emerson, we are committed to fostering a culture where every employee is valued and respected for their unique experiences and perspectives.... Our training programs and initiatives focus on end-to-end development, from onboarding through senior leadership. We provide a wide range of development opportunities, including face-to-face and virtual training, mentorship and coaching, project management, and on-the-job training." Also later "About Us WHY EMERSON ..." includes more culture description. That might be considered boilerplate? It's about company culture, maybe substantive but could be considered fluff. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The "About Us" section might be considered boilerplate but it's describing the company mission. Might be considered not essential to the job. However the instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The "About Us" is substantive about the company but not directly about the role. Usually we might keep it? But they said prefer few substantive sections over many thin ones. Including a whole "About Us" section might be thin. However it's not a standard heading like About the role, Responsibilities, etc. The instruction only mentions those headings. So we should not create extra headings beyond those. So we should omit the "About Us" and "Culture & Commitment to You" beyond benefits? But the benefits paragraph is part of that. The "Culture & Commitment to You" includes benefits and also culture statements. We could extract benefits and maybe keep a short paragraph about culture under Benefits? But the instruction says include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we can include Benefits section with the specific benefits listed. The culture statements about diversity, inclusion, training programs might be considered filler? They are specific though. But they are not benefits per se. Could be considered part of "About the role"? Not really. Might be considered company overview, which we could omit as not required headings. The instruction says to use headings for those specific categories; we shouldn't add others. So we should not include a section for company culture unless we map it to one of the allowed headings. Could we put it under "About the role"? That heading is for role description, not company. Better to omit. Thus final HTML will have:

About the role

Product R&D’s Mixed Signal and Platform Hardware division is seeking an emerging engineering leader to serve as Group Manager and directly manage our hardware engineering team in Austin, TX. This role is ideal for an engineering leader with strong technical credibility, demonstrated leadership, and readiness to lead people, execution, and resource alignment for next-generation Test and Measurement instrumentation.

Responsibilities

• Lead, coach, and develop a team of Hardware Engineers and Technicians, fostering an engaged, high‑trust environment that supports growth, strong execution, and continuous improvement.
• Own people-management responsibilities, including performance, compensation, recognition, coaching, and career-development processes.
• Oversee and support the engineering team as they design, develop, and validate hardware Test and Measurement products, ensuring high-quality execution and technical excellence.
• Provide project management support for projects or initiatives in the organization.
• Promote innovation and continuous improvement in design practices, engineering processes, and ways of working.

Requirements

• BS degree or higher in Engineering; Electrical Engineering preferred.
• 5+ years of relevant full-time industry experience.
• Demonstrated informal leadership through mentoring, coaching, project leadership, or team coordination, with readiness to assume formal people-management accountability.
• Strong communication and influencing skills, with the ability to align teams, build partnerships, and reinforce priorities.
• Commitment to continuous improvement, proactive problem solving, and execution in a fast-paced R&D environment.
• Located within a commutable distance to NI’s offices in Austin, TX, or willing to relocate.
• Authorized to work in the United States without sponsorship now and in the future.
• Individuals with temporary visas such as E, F-1 (including those with OPT or CPT), H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Qualifications

• Experience managing engineering projects, programs, or cross-functional initiatives.
• Engineering experience in hardware design, FPGA-based systems, or test and measurement products.
• Experience coaching engineers or technicians, especially in a technical lead, project lead, or emerging manager capacity.
• Strong business acumen, critical thinking, and change leadership skills.
• Background in multidisciplinary R&D environments or the Test & Measurement industry.

Benefits

• Market-leading 401(k) and profit-sharing plan.
• Variety of medical insurance plans with dental and vision coverage.
• Family formation benefits in addition to paid parental leave (maternal and paternal).
• Employee Assistance Program.
• Tuition reimbursement.
• Employee resource groups.
• Recognition programs.
• Flexible time off plans inclusive of vacation, holiday, and sick leave.