Director, Endpoint Engineering

Job Description

The Director, Endpoint Engineering, manages the Endpoint Engineering and Technology Field Support teams for Stride. This position is responsible for managing technology and processes resulting in corporate and field (school) endpoints being proactively maintained in an operationalized and secure manner.

Essential Functions, Duties, and Responsibilities:

• Build and manage the Endpoint Technology and Field Services team roadmaps and resources, including thought leadership for new and emerging technologies.

• Proactively manage a streamlined, secure ecosystem of Windows, Mac and Linux endpoints, VoIP (e.g. 8x8), and other corporate and school endpoint technologies.

• Responsible for implementing and streamlining enterprise endpoint management solutions such as Microsoft Intune, Windows Deployment Services, Apple Business Manager, Azure VDI, and mobile device management (iOS and Android) solutions.

• Lead a team of endpoint engineers and support specialists responsible for endpoint management systems and processes, and providing white glove on-site IT support to senior executives.

• Lead a team of managers and field support specialists supporting technology in the field for schools (teacher laptops, school network infrastructure, VoIP phones, etc).

• Team Leadership and Development

  • Develop and implement strategies to improve team performance and productivity.

  • Lead, mentor, and manage a team of endpoint engineers and specialists, ensuring they are motivated and equipped to meet organizational goals.

  • Provide regular feedback, performance evaluations, and professional development opportunities for team members.

• Provide data and metrics on endpoint management: security, coverage and compliance.

• Provide leadership and management in the event of an endpoint security incident.

• Provide leadership for endpoint security and compliance audits and policy reviews.

• Manage a team of endpoint engineers responsible for execution of these programs and 24/7/365 on-call support when environment/presenting issues warrant.

• Perform expedited support requests in a timely manner with a priority on customer service and satisfaction.

• Manage relationships with vendors (e.g. Microsoft, Apple, etc.) resulting in optimized build and maintenance of endpoint system images, and respective endpoint fleet management solutions.

• Provide direct support for in person events, e.g. Board meetings and executive meetings.

• Work with IT leadership to provide budget recommendations and ensure budget compliance.

• Implement and manage cross-team a knowledge base containing best practices for troubleshooting and problem analysis for the purpose of diagnosing, repairing, and/or replacing equipment in a consistent manner across all teams.

• Proactively identify recurring technology issues and develop plans for their mitigation using the ITSM Problem Management methodology.

Supervisory Responsibilities: Directly supervises 5-8 employees and/or contractors/third party outsourced vendors.  Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Minimum Required Qualifications:   

• Ten (10) years experience working in information technology

• Five (5) years experience managing a technology team.

• Five (5) years of experience managing improvements to endpoint management environments.

• Five (5) years of hands-on desktop engineering experience.

• Three (3) years experience identifying and implementing process improvements resulting in measurable reductions to process exceptions/escalations.

Certificates and Licenses: Any general IT certifications are preferred, but none are required. For example, ITIL, A+, Net+, Security+, CISSP, etc.

OTHER REQUIRED QUALIFICATIONS: 

• Excellent verbal and written communication skills.

• Excellent deadline management, task organization and action item tracking skills.

• Excellent goal and metrics driven performance management experience.

• Ability to keep work organized in an environment with changing priorities.

• Strong analytical and negotiation skills to effectively influence senior leadership decision-making.

• Ability to communicate business problems and corresponding business solutions to diverse technical and non-technical audiences using written content/presentations.

• Well-spoken, customer first mentality, ability to work with end-users with various degrees of ability.

• Ability to adapt and succeed in an ever-changing IT environment.

• Familiar with IT systems and technology, such as ServiceNow, Intune, Bitlocker, Office 365, Windows OS, Mac OS, Linux OS.

• Experience with remote device management tools and endpoint protection technologies such as Microsoft Intune, M365 MFA, Bitlocker, etc.

• Experience with lightweight endpoint solutions such as VDI.

• Intermediate business professional level knowledge of office tools, such as Microsoft Word, Excel, Outlook, PowerPoint, Visio.

• Functional knowledge of enterprise business and technology management frameworks such as ITIL, COBIT, Agile, PMBOK.

• Understanding and proficiency in computer networking.

• Ability to work independently and without direct supervision.

• Ability to travel intermittently, potentially 15% of the time.

• Ability to clear a required background check.

Work Environment:  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• This is a home-based position.

Compensation & Benefits: Stride, Inc. considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections.  Offers will typically be in the bottom half of the range. 

• We anticipate the salary range to be $132,365.25 - $273,579.60. The upper end of this range is not likely to be offered, as an individual’s compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Eligible employees may receive a bonus. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.

Job Type

Regular

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)