Senior Hardware Engineering Manager – R&D Networking Platforms

• →Provide strategic, technical, and people leadership for multiple hardware engineering teams designing electrical and electronic subsystems, integrated circuitry, and platform solutions.
• →Manage headcount, budgets, schedules, and deliverables across multiple concurrent programs, ensuring alignment with business priorities, roadmaps, and financial commitments.
• →Drive execution from architecture alignment through mass production, ensuring quality, reliability, and cost targets are achieved.
• →Partner closely with program management, marketing, supply chain, manufacturing, architecture leaders, and executives to communicate status, escalate risks, and influence strategic decisions.
• →Act as a key advisor to senior leadership on technology direction, organizational capability, and long‑term investment strategy.
• →Lead cross‑organizational execution, enabling alignment across engineering, operations, and external partners.
• →Manage relationships with outsourced development partners and suppliers, setting clear expectations around quality, cost, delivery, and accountability.
• →Proactively identify process improvements, efficiency gains, and cost‑reduction opportunities across teams and programs.
• →Provide overall people‑care leadership, including hiring, talent development, performance management, succession planning, and organizational design.
• →Foster a strong culture of engineering rigor, accountability, mentorship, and continuous improvement across the organization.

Why This Role Stands Out

• →Leadership responsibility for a large, multi‑team or regional hardware organization
• →Significant influence on business unit outcomes and engineering strategy
• →Opportunity to shape long‑term platform and technology direction
• →Direct exposure to executive leadership and strategic decision‑making
• →Strong emphasis on talent development and organizational sustainability

• Bachelor’s degree in Electrical Engineering or a closely related discipline; advanced degree preferred.

• Typically, 10+ years of engineering experience, including 5+ years of people management, preferably managing managers and senior technical staff.
• Proven ability to apply expert‑level technical knowledge to guide teams solving complex hardware and system‑level challenges.
• Strong background in hardware design, validation, and product development lifecycles, enabling credible technical leadership.
• Advanced leadership skills in coaching, team building, conflict resolution, and performance management.
• Demonstrated success managing human capital across geographies, driving capability growth and consistent execution.
• Strong business acumen, with the ability to balance technical excellence, cost, schedule, and risk.
• Exceptional communication skills, able to engage and influence engineers, peers, and executive stakeholders.
• Comfortable operating in high‑ambiguity, high‑impact environments, with strong prioritization and decision‑making skills.

• Experience managing large spans of control (typically 10+ direct/indirect reports).
• Deep understanding of enterprise policies, processes, and governance models.
• Advanced relationship management and consulting skills across business units.
• Strategic thinker with the ability to translate long‑term goals into executable plans.

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.

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