Manager, Project Engineering

We need to output HTML fragment with sections: About the role (already given), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Must only include sections where there is real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must remove boilerplate, navigation, legal, EEO, scam warning, duplicated lines, application instructions. Must preserve all substantive info. We need to parse the posting: It starts with description about TAE Power Solutions. Then "About The Role" paragraph. Then many bullet-like paragraphs describing responsibilities. Then "Required Qualifications, Functional Experience & Skills" list. Then "Preferred Familiarity with safety...". Then compensation info: "At TAE Power Solutions, we consider a wide range of factors when making compensation decisions... The total compensation package for this position may also vary depending on the level at which the role is offered (Non‑Sr., Sr., Lead, Manager, Snr Manager, where appropriate). The compensation range for this role is between $150,000 - $180,000 + Benefits Remote candidates who are able to travel will be considered." Then "Learn more Imagination, skill, and will ..." some fluff. Then "We are unwavering..." etc. Then "You will be a successful member..." traits. Then links etc. Then EEO boilerplate. We need to extract sections: About the role (we have a paragraph). Responsibilities: many bullet-like sentences. Requirements: maybe the required qualifications list. Qualifications: maybe same? Actually the posting lumps "Required Qualifications, Functional Experience & Skills". We could treat that as Requirements and Skills combined? But we need separate headings if content exists. We could put "Requirements" for the required qualifications list, "Skills" for maybe the skills mentioned (like strong communication, etc). However we must not create thin sections. Better to combine? The instruction: Prefer a few substantive sections over many thin ones. So we could have sections: About the role, Responsibilities, Requirements (including qualifications and skills), Pay, Benefits (if mentioned). Benefits: The posting mentions "+ Benefits". That's a mention of benefits but not details. Should we include Benefits section? The rule: never create Pay/Schedule/Benefits sections unless the posting actually states them. It states "+ Benefits" but no detail. Is that enough? It says "The compensation range for this role is between $150,000 - $180,000 + Benefits". That is a statement that benefits exist but not details. It's still stating benefits exist. Should we include a Benefits section with that statement? Might be considered filler? It says "never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". "+ Benefits" is not exactly placeholder but it's vague. Might be considered filler. Safer to omit Benefits section unless we have details. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state "+ Benefits". That is a statement. But it's not specific. Might be considered placeholder. I'd lean to include Pay section with the range, and maybe not Benefits. Could combine Pay and Benefits? But we need separate headings only if content. Could have Pay section with the range and mention that benefits are included (as per posting). That would be substantive: we have the range and note that benefits are included. That seems okay. Schedule: No mention of schedule (like full-time, remote, etc). There's "Remote candidates who are able to travel will be considered." That's about remote eligibility, not schedule. No schedule details. So omit Schedule. Now we need to format: Use

for section headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the details from responsibilities, qualifications, etc. We must not repeat job title as heading. The job title is "Manager, Project Engineering". Not to be used as heading. We must not put Job ID/requisition numbers as headings. We must remove boilerplate: EEO, equal-opportunity, scam-warning, navigation, cookie, legal, duplicated lines, application instructions (like "Learn more", "Imagination, skill, and will", etc). Also remove the fluff about "Imagination, skill, and will At TAE Power Solutions, we design power systems..." and the traits etc. Also remove the podcast/social media lines. Also remove the "Note to Agencies:" etc. We need to keep the substantive content: About the role paragraph, responsibilities bullet points, required qualifications list, preferred familiarity, compensation range. We need to format responsibilities as a list (

  • ). Each responsibility sentence can be a list item. Must preserve all details; we can break them into sensible items. Similarly, required qualifications list: we can make a list. Preferred familiarity: maybe a list item under Requirements or separate? Could be part of Requirements. We need to avoid creating thin sections. So we could have sections: About the role (

    ), Responsibilities (

    ), Requirements (
    ), Pay (

    ). That's four sections. Now let's extract the content. About the role: The paragraph after "About The Role": "The Manager, Project Engineering is accountable for technical execution during the delivery phase. This role ensures TPS deliverables are commissioned to TPS standards, meet customer requirements, and achieve customer acceptance. It leads technical milestones during execution, owns all external technical discussions with customers and vendors during project execution, and drives technical issue resolution to protect schedule and commissioning outcomes. After COD, this role provides first level technical review for issues that arise and ensures proper escalation and closure. The Manager, Project Engineering is also responsible for building, hiring, and developing a high-performing Project Engineering team." We should keep that as a

    . Now responsibilities: The rest of the paragraphs after that until "Required Qualifications, Functional Experience & Skills". Those paragraphs are many sentences each starting with a bold heading? Actually they are headings like "Technical execution leadership", "Own the technical execution plan...", etc. They are not bold in text but they are like subsection headings. We need to turn each into list items, preserving the detail. Let's capture each bullet: Under "Technical execution leadership": - Own the technical execution plan for each project from design handoff through commissioning, performance validation, and turnover - Lead technical milestones including site readiness, installation readiness, pre commissioning, SAT, performance testing, and acceptance readiness - Define and maintain clear milestone entry and exit criteria aligned to TPS commissioning standards and customer requirements Under "External technical ownership during execution": - Own and lead all external technical discussions with customers and vendors during project execution, including design clarifications, interface alignment, commissioning planning, and issue resolution - Own technical responses and coordinate technical changes with a clear decision trail, documentation, and impact summary - Align technical commitments with PMO’s schedule governance and external reporting cadence while serving as the primary external technical owner during execution Under "Commissioning to TPS standards": - Ensure commissioning procedures are executed consistently, safely, and to TPS standards provided by System Integration group, with complete evidence capture using TPS Control Console and Data Acquisition - Validate system performance against customer requirements and document results for acceptance and turnover - Drive punch list closure and readiness sign off before milestone transitions Under "Issue resolution and escalation": - Lead execution phase technical issue triage, root cause analysis, corrective action, and closure verification - Coordinate internal groups: Product, System Integration, PMO, and field resources to remove blockers quickly - Drive technical issue closure to protect schedule and commissioning outcomes, prioritizing by safety, schedule, and cost impact - Manage deviations and non-conformances, ensuring they are documented, approved, and do not compromise safety, certification assumptions, or warranty constraints - Provide clear escalation packages to leadership when decisions are required, including options, impacts, and recommended path Under "Cross functional collaboration and feedback loop": - Partner closely with Product and System Integration groups to interpret customer requirements, define acceptance criteria, and prioritize defects discovered during execution - Partner closely with System Integration to apply baseline configurations, commissioning standards, and validated settings, and to resolve integration defects - Maintain a structured feedback loop to Product and System Integration including recurring issues, trend data, and recommended design or process improvements Under "EPC and service partner enablement": - Establish and maintain relationships with EPC firms to increase familiarity with TPS equipment, installation requirements, commissioning standards, and service model - Provide technical enablement to EPC partners through clear documentation, onboarding, and execution support so EPCs can deliver successful projects using TPS equipment for asset operators - Support EPC confidence and trust by driving predictable commissioning outcomes, rapid issue resolution, and consistent field standards, without taking on EPC scope ownership - Develop and maintain a network of qualified local contractors for scheduled maintenance and troubleshooting support, aligned to TPS safety and quality standards - Define contractor qualification criteria, onboarding requirements, and standard work expectations in coordination with Field Services, Quality, and Compliance - Capture and share partner performance feedback to improve execution outcomes and inform future project planning - Build long term EPC and local contractor relationships in key regions to improve execution efficiency and secure competitive construction and maintenance pricing for projects using TPS provided BESS, driven by partner familiarity and confidence in TPS product design and field standards Under "Field programs, documentation, and training": - Develop and maintain TPS standard programs and documentation for installation, onsite commissioning, maintenance, safety, and training - Create and own standard work packages, including installation requirements, onsite commissioning procedures, checklists, test scripts, acceptance criteria, and evidence templates - Develop maintenance plans, service intervals, troubleshooting guides, and escalation playbooks aligned to warranty, compliance, and safety requirements - Build and maintain safety procedures for field work, including LOTO, arc flash, battery safety, and incident reporting expectations, in coordination with EHS and Compliance - Develop and deliver training materials for internal teams, EPCs, vendors, and local contractors, including onboarding content and competency checks - Maintain version control and change history for all field documentation, ensuring updates are communicated and adopted across projects - Use feedback from commissioning, field issues, and post COD issues to continuously improve programs, templates, and training Under "Balance of system and supplier enablement": - Provide technical leadership on BoS design and configuration for TPS deployments, including AC and DC switchgear, protection philosophy, coordination, and interface requirements - Lead value engineering on BoS to improve cost, lead time, and field serviceability without compromising safety or compliance - Maintain strong supplier relationships and escalation paths with major BoS suppliers, including switchgear and protection vendors, to support timely fulfilment and rapid response for unexpected events and urgent replacements - Partner with Supply Chain and Product Engineering to align specifications, alternates, and approved parts lists to reduce schedule risk and enable fast substitutions when needed Under "People leadership and team development": - Build, hire, and lead a high performing Project Engineering team to support current and future deployments - Define role expectations, onboarding plans, and training paths for Project Engineers - Coach and develop team members through regular feedback, structured skill building, and clear performance expectations - Establish and maintain consistent team practices for documentation quality, customer and vendor engagement, and execution discipline - Ensure appropriate resourcing and coverage across active projects, commissioning periods, and post COD support needs Under "Interfaces and Stakeholders": - Head of Engineering - Product group - Application Engineering group - System Integration team - PMO group for schedule governance and external reporting cadence - Supply Chain, Quality, EHS, and Compliances as needed - Customers, EPCs, contractors, key vendors, local service partners That seems like a list of stakeholders; could be included as responsibilities? It's more about interfaces. Could be part of responsibilities. We'll include as list items. Now Required Qualifications, Functional Experience & Skills: The list