At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.
Job Description The Sr. Engineering Manager is the direct leader of more critical groups with significant responsibilities. These groups may sometimes be more heavily resourced with more senior staff or more staff in general or be responsible for more technically complex or strategically important parts of the architecture or product. Sr. Engineering Managers are expected to build relationships throughout the organization to ensure whole-company alignment and support for their goals, and vice-versa. The Sr. Engineering Manager architects and designs their digital products using modern tools, technologies, frameworks, and systems. They apply a systematic application of scientific and technological knowledge, methods, and experience to the design, implementation, testing, and documentation of software. They own and manage running their application in production, and ultimately becomes accountable for the success of their digital products through achieving KPIs.
Role - Partner with product teams to improve service reliability and user experience.
- Ensure adequate coverage for incident response through effective on-call management.
- Respond to incidents, conduct thorough post-mortems, and implement preventive measures to avoid future issues.
- Drive automation to reduce toil and improve delivery quality.
- Mentor engineers on technology and effective SRE practices.
- Create strategic plans to grow Site Reliability practice.
- Provide coaching and mentorship for a global team.
Requirements - Disciplined approach to maintaining and enforcing engineering best practices.
- Proven experience proactively improving availability while reducing MTTR.
- Significant experience providing front-line support for critical issues.
- Experience supporting enterprise platforms such as Apigee, Kafka, and/or TIBCO.
- Experience using observability tools such as DataDog to create dashboards and find the source of issues.
- Technical background in distributed computing, hybrid cloud, and infrastructure support.
- Proactive approach to identifying problems, performance bottlenecks, and areas for improvement.
- Able to effectively communicate with all levels of the organization.
- Detail oriented, self-organized, and capable of simultaneously tracking multiple issues of varying complexity.
Experience 10 or more years of experience (Preferred)
Supervisory Responsibilities This job has supervisory duties.
Skills API Gateway, Business, Communication, IT Problem Solving, Middleware, Middleware Administration, People Management, Problem Solving, Software Management, Software Team Management, Team Management, Technological Knowledge
Compensation Base compensation offered for this role is $151,700.00 - $202,200.00 annually and is based on experience and qualifications.
*** Total compensation for this role is comprised of several factors, including the base compensation outlined above, plus incentive pay (i.e., commission, bonus, etc.) as applicable for the role.
The candidate(s) offered this position will be required to submit to a background investigation.
Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger - a winning team making a meaningful impact. Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
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