Scientific Group Leader II

Key Accountabilities

Essential Functions:

• Manages multiple scientists (Scientist I to III) and/or technicians, and organizes their day to day activities, sets priorities within the group, and holds group accountable to agreed timelines.
• Responsible for yearly review of department personnel and provides recommendations for required training and career development.
• Provide updates to functional manager as required.
• Applies scientific method and experimental design in problem solving. Uses scientific expertise to provide solutions to a broad range of difficult problems.  Solutions are original, thorough and practical.  Frequently communicates progress status to supervisor.
• Performs complicated or demanding assignments requiring specialized knowledge. May offer solutions that are creative and/or inventive.
• Defines short and mid-term objectives and implements plan to accomplish objectives.
• Maintains accurate, precise, and legible laboratory notebooks. Frequently communicates status updates across the organization.  Maintains good documentation.  Writes reports and technical summaries.  May represent the company to outside organizations.
• Continually broadens professional expertise through comprehensive knowledge of scientific literature and competitive products.
• Handles broad assignments and objectives under minimum supervision. Accomplishes short-term objectives.
• Contributes to departmental goals and is a team player.
• Working knowledge of design control processes and experience in data collection for supporting regulatory submissions.

Secondary Functions:

• N/A

Budget Managed (if applicable):

• N/A

Internal Networking/Key Relationships:

• Responsible for managing multiple scientists (Scientist I to III) in new product development and released product support projects.

• Relevant technical skills, interest in team management, effective in problem solving, building cross-functional relationships and communication skills.

The following competencies form part of the competency model for People Manager at Werfen and form part of our mindset around People Management and Leadership.  We expect all People Managers of Werfen not only to demonstrate, but also to constantly continue to develop, the following competencies:

•  Building Talent: Planning and supporting the development of individuals’ knowledge, skills, and abilities so that they can fulfill current or future job responsibilities more effectively.
• Customer Focus: Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities, crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value.
• Decision Making: Identifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating and evaluating alternatives, and making timely decisions; taking action that is consistent with available facts and constraints and optimizes probable consequences.
• Driving for Results: Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
• Driving Innovation: Creating an environment (culture) that inspires people to generate novel solutions with measurable value for existing and potential customers (internal or external) ; encouraging experimentation with new ways to solve work problems and seize opportunities that result in unique and differentiated solutions.
• Emotional Intelligence Essentials: Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others’ emotions and behavior; leveraging insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results.