Location: Remote | US Based
Employment Status: Full-Time | Direct Hire
Compensation: $90,000 • $115,000 Annually + Bonus Eligibility
Travel: Up to 50%
The Opportunity The Technical Team Lead is a people leader responsible for the performance, development, workload, and successful delivery of a technical team. The role sets clear expectations, provides regular feedback and coaching, manages employee performance, and ensures employees have the direction, resources, and development needed to succeed.
Technical Team Leads work closely with senior technical contributors to provide appropriate technical direction, mentoring, and support to their teams and are accountable for addressing quality or capability issues when they arise. They manage staffing and competing project needs, solve routine team and delivery problems, and escalate issues appropriately when additional authority or expertise is required.
The role is primarily focused on leading people and team delivery but may continue to perform technical or project work when appropriate. Individual technical work must remain secondary to the responsibility for effectively leading and developing the team.
What You'll Do Core Responsibilities: - Lead the day-to-day performance, development, workload, and delivery of an assigned technical team.
- Set clear expectations and priorities for employees, monitor progress and commitments, provide timely feedback and coaching, and address performance or conduct concerns when they arise.
- Plan and manage employee assignments and workload based on project needs, employee capability, availability, travel requirements, development opportunities, and other business requirements.
- Work with Project Management and other leaders to resolve routine staffing conflicts, changing priorities, schedule constraints, travel needs, and other issues affecting team delivery.
- Work with senior technical contributors to ensure employees receive appropriate technical direction, review, mentoring, and support for their assigned work.
- Understand the quality of work being produced by the team, ensure employees receive relevant feedback, and address recurring quality or capability issues through coaching, training, mentoring, or other development.
- Support employee career development by understanding individual strengths, development needs, and career goals and providing appropriate feedback, learning opportunities, and assignments.
- Participate in recruiting, interviewing, selection, onboarding, and integration of new employees.
- Solve routine employee, staffing, and delivery problems independently and escalate issues when additional expertise, authority, or broader organizational involvement is required.
- May perform technical or project work when appropriate to support team delivery or employee development, provided individual production remains secondary to leadership responsibilities.
Collaboration & Communication: - Communicate priorities, expectations, decisions, and changes clearly to employees and ensure important information reaches the team in a timely manner.
- Maintain regular communication with employees regarding workload, performance, development, project needs, travel or field requirements, and issues affecting their work.
- Coordinate with Project Management, technical leaders, and other teams to align staffing, priorities, schedules, travel requirements, and deliverables.
- Address routine disagreements, competing priorities, and communication problems constructively and work toward practical solutions.
- Communicate risks and problems early, including the impact, actions already taken, and where additional support or decisions are needed.
- Contributes to a positive and professional work environment through their actions, communication, and interactions with others.
Quality, Safety & Process: - Accountable for the quality performance of the team and for ensuring employees understand and meet applicable technical, project, and organizational expectations.
- Seek and receive feedback on employees' work from projects, technical leaders, quality processes, and other appropriate sources; communicate relevant feedback to employees and ensure recurring issues are addressed.
- Work with employees and appropriate technical resources to identify coaching, training, mentoring, review, or other development needed to improve technical capability and work quality.
- Ensure employees understand and follow applicable technical standards, field or design procedures, processes, and quality requirements.
- Reinforce company safety expectations, address unsafe conditions or behaviors when observed, and support employees in stopping or escalating work when safety is in question.
- Identify recurring process or execution problems affecting the team and work with appropriate leaders or functions to resolve them.
Leadership & Organizational Influence: - Lead by example in accountability, judgment, communication, teamwork, and professional behavior.
- Provide day-to-day leadership and direction that helps employees become more capable, independent, and effective in their work.
- Work with senior technical contributors and other leaders to ensure employees receive appropriate technical guidance and development.
- Contribute practical observations and recommendations when team, project, staffing, field, or organizational practices create recurring problems.
- Support organizational changes and leadership decisions by understanding their intent, communicating them effectively, and helping employees adapt to new expectations or ways of working.
- Build trust by addressing problems, following through on commitments, and raising issues early when broader involvement is needed.
People Leadership: - Directly supervise assigned employees and take responsibility for their performance, development, workload, and employee experience.
- Set clear expectations for performance, behavior, communication, and accountability and provide timely, specific, and actionable feedback.
- Hold regular conversations with employees about performance, development, workload, travel or field concerns, and career goals.
- Recognize strong performance and address performance or conduct concerns promptly rather than allowing problems to continue without action.
- Develop employees through coaching, mentoring, training, feedback, and assignments that build demonstrated capability and independence.
- Make fair, evidence-based recommendations regarding employee development, recognition, compensation, and advancement based on demonstrated performance and readiness rather than tenure or anticipated future capability.
- Engage Human Resources or other leadership when employee matters require additional expertise, documentation, or authority.
What We're Looking For Education & Experience: - Associate degree or other relevant technical education in controls, automation, electrical, electronics, engineering technology, design, information systems, or a related field; or equivalent practical experience.
- Typically 7+ years of relevant technical experience in control-system startup, commissioning, integration, troubleshooting, panel design, or related automation work, with demonstrated capability and judgment consistent with the responsibilities of the role.
- Demonstrated readiness to formally lead employees, including experience providing direction, feedback, coaching, mentoring, or other leadership to technical staff.
- Experience delivering technical work in field, startup, commissioning, design, or other relevant project environments.
Skills & Qualifications: - Strong practical technical background sufficient to understand startup, commissioning, integration, troubleshooting, panel-design, or other work performed by assigned employees; evaluate employee capability and work quality; recognize technical, field, design, and delivery risks; and identify when additional expertise is needed.
- Ability to work effectively with senior technical contributors and Engineers to provide employees with appropriate technical direction, review, mentoring, and development.
- Ability to lead and develop technical employees through clear expectations, timely feedback, coaching, accountability, and appropriate development opportunities.
- Sound judgment in routine employee, staffing, field, project, and delivery situations, including knowing when to act independently and when additional expertise or authority is needed.
- Ability to plan and balance employee workload based on project needs, employee capability, availability, location, travel requirements, and development opportunities.
- Ability to address performance concerns and difficult conversations directly, professionally, and in a timely manner.
- Strong written and verbal communication skills and ability to work effectively with employees, Project Management, technical leaders, customers, and other organizational functions.
What You'll Get - Competitive compensation with annual bonus opportunity
- 401(k) with company match
- Comprehensive medical, dental, and vision coverage with low-cost options
- Paid time off and sick leave
- Tuition reimbursement and professional credential support
- In-house and external technical training opportunities
- Exposure to complex, high-impact automation projects
- A collaborative culture built on integrity, accountability, and teamwork
- Learn more at www.thermosystems.com
Work Environment & Physical Requirements The physical and environmental demands described here are representative of those required to perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Disclaimer This job description outlines the general nature and level of work expected. Responsibilities may evolve based on business needs.
