Programming and Engineering Manager
Full Time • Everett, WA
Wipro Givon USA has an exciting new opportunity for an Engineering and Programming Manager to join our team. This position is a working technical leader responsible for hands-on oversight and execution across CNC Programming, Manufacturing Engineering, Tool Engineering, and Estimation functions.
This role actively participates in programming, process development, and ERP system management while leading the Engineering team to ensure manufacturability, cost accuracy, quality compliance, and production readiness in a precision aerospace machining environment.
This is not a purely administrative position. The successful candidate must be technically engaged, present on the shop floor, and directly involved in solving complex manufacturing challenges
Company Benefits - Why work with Wipro Givon
This role actively participates in programming, process development, and ERP system management while leading the Engineering team to ensure manufacturability, cost accuracy, quality compliance, and production readiness in a precision aerospace machining environment.
This is not a purely administrative position. The successful candidate must be technically engaged, present on the shop floor, and directly involved in solving complex manufacturing challenges
Company Benefits - Why work with Wipro Givon
- Competitive Pay - $150,000 - $200,000 per year
- Excellent Health, Dental, and Vision options
- Paid Time Off and Company Paid Holidays
- Company Paid Life Insurance
- 401k with Company Match
- Supplement Insurance Options
- Onsite Employee Events
JOB DUTIES AND RESPONSIBILITES
Hands-On CNC Programming Leadership
Hands-On CNC Programming Leadership
- Actively develop, review, and optimize CNC programs (3–5 axis, mill/turn).
- Support program prove-outs and troubleshoot machining issues on the shop floor.
- Standardize programming practices, tool libraries, and revision controls.
- Drive cycle time reductions and tooling efficiencies.
- Provide direct technical coaching to programmers.
Manufacturing Engineering & Process Ownership
- Develop and maintain manufacturing routings and process flows.
- Participate in first article support and production launch activities.
- Evaluate and improve manufacturing methods for efficiency and quality.
- Work directly with machinists to resolve technical challenges.
- Ensure DFM principles are applied during quoting and NPI.
Tool Engineering & Optimization
- Lead tooling strategy and selection.
- Review and approve tooling work orders within ERP.
- Optimize tool life and cost performance.
- Collaborate with vendors to improve tooling performance and reduce cost.
Estimation & Costing (Work Role)
- Develop and validate cycle times and manufacturing assumptions.
- Review drawings and specifications to assess manufacturability and risk.
- Ensure estimates accurately reflect shop capabilities and ERP standards.
- Evaluate drawing revisions and assess cost impact.
ERP/MRP Ownership
Create and Maintain:
- Bill of Material- BOMs
- Routings
- Tooling work orders
- Labor and machine standards
- Ensure ERP data accurately reflects real manufacturing conditions.
- Partner with Production Control and Finance to review variance reports and correct inaccuracies.
Team Leadership
• Supervise and develop Engineering/Programming personnel.
• Assign and prioritize workload based on business needs.
• Conduct performance management and development discussions.
Operational Excellence Leadership
• Lead continuous improvement initiatives across engineering and production interfaces.
• Identify and eliminate process bottlenecks.
• Standardize best practices across part families and machine platforms.
• Drive improvements in:
• Supervise and develop Engineering/Programming personnel.
• Assign and prioritize workload based on business needs.
• Conduct performance management and development discussions.
Operational Excellence Leadership
• Lead continuous improvement initiatives across engineering and production interfaces.
• Identify and eliminate process bottlenecks.
• Standardize best practices across part families and machine platforms.
• Drive improvements in:
- Cycle time
- OEE
- Setup reduction
- Tool cost per part
- Engineering release lead time
• Support Lean manufacturing initiatives and kaizen events.
• Establish measurable KPIs and monitor performance trends.
• Establish measurable KPIs and monitor performance trends.
Customer & Cross-Functional Support
• Serve as technical liaison when required.
• Support AS9100 compliance and documentation.
• Work closely with Operations, Quality, and Supply Chain to ensure on-time delivery and margin performance.
JOB REQUIREMENTS AND ABILITIES
• Support AS9100 compliance and documentation.
• Work closely with Operations, Quality, and Supply Chain to ensure on-time delivery and margin performance.
JOB REQUIREMENTS AND ABILITIES
- Bachelor’s Degree (BA) in Industrial or Manufacturing Engineering and a minimum of five years directly related experience in an aerospace manufacturing environment, three of which should be in a supervisory/lead capacity, or equivalent combination of education and experience.
- Demonstrated experience developing manufacturing routings in an ERP/MRP system.
- Strong knowledge of GD&T, blueprints, and aerospace specifications.
- Excellent written and oral communication skills.
- Ability to effectively present information and respond to questions from groups of managers, vendors, customers, and/or other personnel.
- Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret a wide variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. Ability to read and interpret aerospace blueprints, drawings and specifications.
- Strong computer skills, including working knowledge of Microsoft Office products, familiarity with CAD/CAM manufacturing, and experience in CAD software preferred.
- Excellent leadership, organizational, and decision-making skills.
- Must be able to sit or stand for at least 10 hours a day.
- Must wear safety protective equipment as required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
Due to our participation in U.S. export control programs under the International Traffic in Arms Regulations (ITAR), applicants must be a “U.S. Person” as defined in ITAR 120.15. This includes U.S. citizens, lawful permanent residents (green card holders), refugees, or asylees
Due to our participation in U.S. export control programs under the International Traffic in Arms Regulations (ITAR), applicants must be a “U.S. Person” as defined in ITAR 120.15. This includes U.S. citizens, lawful permanent residents (green card holders), refugees, or asylees
Wipro Aerospace USA is an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, creed, sex, gender identity or expression, sexual orientation, national origin, age, disability, veteran status, or any other legally protected status under federal, state, or local law.
Compensation: $150,000.00 - $200,000.00 per year
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Wipro Infrastructure Engineering (WIN), a business of Wipro Enterprises (P) Limited, set up the Aerospace business in 2013 as a solutions provider in Actuators (Cylinder & Piston), Aerostructures, Machining, Sheet Metal, Assembly and Testing.
WIN spans over four decades in hydraulics. It is today a diversified business in Aerospace, Water Treatment, Additive Manufacturing and Automation Solutions, in addition to Hydraulics business. It has 14 state-of-the-art manufacturing facilities across 4 continents and a global workforce of more than 2000 people.
WIN spans over four decades in hydraulics. It is today a diversified business in Aerospace, Water Treatment, Additive Manufacturing and Automation Solutions, in addition to Hydraulics business. It has 14 state-of-the-art manufacturing facilities across 4 continents and a global workforce of more than 2000 people.
We have leveraged 40 years of precision engineering expertise and domain knowledge of Hydraulics, especially Actuators, to set up the Aerospace business.
In 2016, WIN acquired HR Givon (Now known as Wipro Givon), an Israel-headquartered manufacturer of metallic parts and assemblies for the Aerospace industry. Givon was founded in 1970 by Ruth and Haim Givon as a family-owned business, and grown to be Israel’s largest manufacturer of metallic aerostructure parts and assemblies. Wipro Givon operates additional manufacturing site in Everett, WA, less than a mile away from Boeing’s main factory.
In 2016, WIN acquired HR Givon (Now known as Wipro Givon), an Israel-headquartered manufacturer of metallic parts and assemblies for the Aerospace industry. Givon was founded in 1970 by Ruth and Haim Givon as a family-owned business, and grown to be Israel’s largest manufacturer of metallic aerostructure parts and assemblies. Wipro Givon operates additional manufacturing site in Everett, WA, less than a mile away from Boeing’s main factory.
Currently, Wipro Aerospace has three manufacturing sites:
- India – 68,700 mt² (17 Acres)
- Israel – 11,600 mt²
- USA – 2,600 mt²
Equal Opportunities, Equal Dignity Without Discrimination
Wipro Aerospace has merit at the core. Job aspirants are evaluated for employment purely on the basis of their competency, qualification, and experience. Wipro is an equal opportunities employer and every team member at the Company enjoys equality in all aspects of employment right from recruitment to training, career progression, and employment service.
As an employee, you will enjoy equal opportunity in all aspects of employment, including recruitment, training conditions of service and career progression. We have zero tolerance policy towards any violation of employee’s privacy and personal dignity. We do not tolerate the offensive behavior, violence or harassment of any kind.
Recruitment
· While hiring we do not regard race, color, religion, national origin, citizenship, age, sex, marital status, ancestry, physical or mental disability, medical condition, socio-economic background or sexual orientation.
· All advertisements for posts give clear and accurate information to enable potential applicants to assess their own suitability for the post.
· Information about vacant posts will be provided in such a manner that it does not restrict its audience in terms of sex, race, marital status, socio-economic background, disability, age, sexual orientation or religion.
· Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification, which limits the post to this particular group, in which case this will be clearly stated.
· All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
· All selection procedures will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job.
· Applicants may contact the hiring team for any assistance during the recruitment process in case of any disadvantage faced due to any reason.
· Any request for assistance in any manner due to a challenge faced by the applicant will not have any bearing on the candidature unless the job requirement excludes such challenges.
· Where existing employees acquire a disability while in employment, we take the necessary steps to enable them to retain their employment.
Diversity and Accessibility
· We value and respect the cultural contribution of all our employees who are hired from different nationalities.
· HR Departments are set up across all geographies to understand and craft processes and policies appropriate to the legal, social and business environment of the geography we are present in.
· All offices and information systems are constantly revamped to incorporate the accessibility needs and requirements of employees.
Training
· Wipro’s employees are given opportunities to be trained on appropriate skills, systems, and processes regardless of sex, race, marital status, socio-economic background, disability, age, sexual orientation or religion.
· All employees will be encouraged to discuss their career prospects and training needs with their Manager/Supervisor or the HR Department.
Business with Integrity
Business with Integrity is a Wipro Value. A finely articulated Code of Business Conduct (CoBC) helps us achieve the highest levels of transparency and propriety, thus strengthening the foundations of our business.
Code of business conduct
Every team member of Wipro is expected to read and understand the Wipro Code of Business Conduct and Ethics and the Integrity Manual (collectively referred to as “Code”), uphold these standards in day to day activities, comply with all applicable policies and procedures, and ensure that all agents and contractors are aware of, understand and adhere to these standards.
Ombudsperson
Wipro does not tolerate any malpractice, impropriety, abuse or wrongdoing. This policy has been introduced by the company to enable individuals to raise concerns about any malpractice, impropriety, abuse or wrongdoing at an early stage and in the right way, without fear of victimization, subsequent discrimination or disadvantage.
People Practices
Reward and Recognition
At Wipro, we believe every important milestone in the career of a team member need to be recognized and appreciated. It can be a simple thank you note or a mention in team meetings or a well designed formal event to recognize the achievement. Be it exemplary business results, service milestones or personal excellence demonstrated, we believe in celebrating them. We have several individual awards, team awards, long service awards, family support awards, to name a few.
Apart from these, we ensure exceptional performance is also recognized and rewarded through Talent Review Planning (TRP) process.
We firmly believe that it is imperative to let a team member know that their contribution to the organization is seen, valued and recognized. There is work is appreciated and valued.
Learning and Development
Wipro supports the career lifecycle needs of team members through different stages. Our programs focus on areas like enhancing knowledge of global manufacturing practices, manufacturing and special processes, functional knowledge of operational excellence, quality, finance and HR processes. We have Leadership lifecycle programs for each step in the leadership ladder. Employee development is the topmost priority for us and we enable it through:
· Learning opportunities to build capability through Training Programs, Action Learning, On-the-job Learning and Industry Exposure
· Development interventions aligned to career plans: Mentoring, Coaching, Bubble Assignments, Leadership Programs
· Additional interventions for specific roles through stretch assignments, cross-functional projects, role rotations, overseas/global assignments
Our Leadership & Development initiatives are focused on building technical, functional and leadership competencies of our team.
We also have a customized Behavioral and Leadership Training initiative, ‘Wipro School’ which addresses the key identified development priorities of select team members through the year. Wipro School focuses on development initiatives and behavioral training programs aimed at:
· Building Leadership Capability
· Developing role based Managerial and Behavioral Skills
· Enhancing Team and Personal Effectiveness
The programs are run in collaboration with Wipro’s Corporate Human Resource Development (CHRD) team and a combination of internal and external faculty and trainers.
We encourage employees to take ownership of their development process and steer their careers in directions which are aligned with their strengths and interests. Team members are encouraged to nominate themselves to programs published in the training calendar. They are also encouraged to seek out external learning opportunities in the form of training programs, conferences and seminars which aid in skill and knowledge building.
Career Growth
The Career growth process at Wipro is collaborative and inclusive. Every team member has visibility and understanding of the Organization’s strategy and plan and thereby has an in-depth knowledge of their Goals and Objectives (G&O). These are tied to overall business goals and achievements. Performance against G&O’s is evaluated formally during periodic Performance Review cycles.
Wipro’s Performance Management, Succession Planning and Development processes are geared towards the development and nurturing of high potential talent across levels in the organization. Our performance appraisal framework covers rating on key competency areas, identifying key strengths and improvement areas, management reviews and customer feedback.
In addition, our Talent Review and Planning (TRP) process conducted at Business unit or functional level identify young leaders who have the ability to take on larger or more critical roles in the organization. Performance appraisals, competency feedback, potential assessment are inputs for this process. Individual development plans are drawn up as a part of the exercise for the identified employees to groom and prepare them for future roles.
To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.
Applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department at 425-355-3330 or hrusa@wiprogivon.com.
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