Engineer, Electro-mechanical 2 at Triumph Group in West Hartford, Connecticut

Job Description:

Triumph Group

Position

We have an exciting opportunity for an Electronics Product Support, Project Engineer to join our West Hartford, CT team. The Electronics Product Support Project Engineer will work within a Sustaining Engineering Project Team environment responsible for leading and providing the development, processing, and presentations of engineering design change packages in support of multiple existing fielded electronic control unit designs. Areas include component obsolescence, product improvement design changes, and new S/W variants.

Responsibilities

This individual will be involved with all aspects of providing Project Engineering & Electrical/Electronic Design support in the form of quoting, designing, developing and qualifying re-designs for existing production and fielded electronic engine control programs for multiple FAA and Government applications. The current Electronics Product Engineering group includes 10 full and part time members.

Qualifications

Desired Electronics experience includes:

•Project Engineering Experience of electronic controls utilized within an aerospace environment.
•Strong Communication and Interpersonal Skills
•Regular On- site presence.
•Able to effectively and efficiently multitask.

•It is also desired that the successful applicant would possess a working knowledge of hardware design standards i.e. DO-160, and IPC guidelines including A-610, and J-STD-001, and 7711/7721.
•Possess familiarity with 6-Sigma design methodologies, built-in-test, design for noisy environments, and hands on development testing.
•4-10 years of electronics engineering experience in Avionics, Instrumentation or Control System Design or Product Engineering is strongly preferred.
•A minimum of BSEE is required.

Benefits

Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)
•Healthcare spending accounts
•Paid parental leave
•Paid/flexible time off in addition to paid company holidays
•401(k) with company match
•Employee Stock Purchase Plan
•Disability and life insurance
•Incentives and performance-based rewards
•Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

The contractor 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).

PI253702458

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