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Manager Uav Sensor Operator Jobs in Chicago, IL (NOW HIRING)

Crane Company

HR Manager

Bolingbrook, IL · On-site

... sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1 ... Sales, Operating Profit and Free Cash Flow (FCF). * Sounding board for the VP/GM and management ...

Crane Company

HR Manager

Bolingbrook, IL

... sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1 ... Sales, Operating Profit and Free Cash Flow (FCF). * Sounding board for the VP/GM and management ...

TSMG

Commercial Truck Driver

Chicago, IL

Drivers will work in a two-shift structure and support basic field-operator tasks related to sensor ... Management System (LMS). * Adhere to program safety requirements, escalation procedures, and ...

TSMG

Commercial Truck Driver

Chicago, IL · On-site

Drivers will work in a two-shift structure and support basic field-operator tasks related to sensor ... Management System (LMS). * Adhere to program safety requirements, escalation procedures, and ...

HERE Technologies

Sr. Software Engineer

Chicago, IL · On-site

$130K - $140K/yr

... operating independently in an ambiguous technical program Education & Experience - Master's or PhD ... Nice To Have- Experience with traffic behavior modeling, sensor configuration, condition ...

HERE Technologies

Sr. Software Engineer

Chicago, IL · On-site

$130K - $140K/yr

... operating independently in an ambiguous technical program Education & Experience - Master's or PhD ... Nice To Have - Experience with traffic behavior modeling, sensor configuration, condition ...

HERE Technologies

Sr. Software Engineer

Chicago, IL

$130K - $140K/yr

... operating independently in an ambiguous technical program Education & Experience - Master's or PhD ... Nice To Have - Experience with traffic behavior modeling, sensor configuration, condition ...

Just In Time Staffing LLC

Be Seen First

Entry Level Manufacturing Engineer

Elgin, IL · On-site

$65K - $82K/yr

You'll spend the majority of your time on the production floor working directly with operators ... Participate in equipment upgrades, installations, and sensor calibrations. * Develop ...

Axon

Director of Sales, Majors Air

Chicago, IL · Remote

... managing sales teams in complex or emerging technology markets. * Experience selling platform ... Comfort operating at the intersection of SaaS, IoT, UAV technology, and real-time operational ...

Axon

Director of Sales, Majors Air

Chicago, IL · On-site

... managing sales teams in complex or emerging technology markets. * Experience selling platform ... Comfort operating at the intersection of SaaS, IoT, UAV technology, and real-time operational ...

Axon

Director of Sales, Majors Air

Chicago, IL · Remote

... managing sales teams in complex or emerging technology markets. * Experience selling platform ... Comfort operating at the intersection of SaaS, IoT, UAV technology, and real-time operational ...

Conserva Irrigation

Irrigation Technician

Westmont, IL · On-site

$20 - $30/hr

Install high-tech sensor and flow sensing installation Learning on the job: * Work independently ... This franchise is independently owned and operated by a franchisee. Your application will go ...

Conserva Irrigation

Irrigation Technician

Westmont, IL · On-site

$22 - $25/hr

Install High-tech sensor and flow sensing installation LEARNING ON THE JOB * Work independently ... This franchise is independently owned and operated by a franchisee. Your application will go ...

Invenergy LLC

Solar Performance Analyst

Chicago, IL · On-site

$77K - $98K/yr

Invenergy is North America's largest privately held developer, owner, and operator of power ... Manage recurring plant and fleet performance reporting, proactively identifying trends, anomalies ...

Invenergyllc

Solar Performance Analyst

Chicago, IL · On-site

$77K - $98K/yr

Invenergy is North America's largest privately held developer, owner, and operator of power ... Manage recurring plant and fleet performance reporting, proactively identifying trends, anomalies ...

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Manager Uav Sensor Operator information

What is the difference between Manager Uav Sensor Operator vs Uav Sensor Operator?

AspectManager Uav Sensor OperatorUav Sensor Operator
CertificationsFAA Part 107, sensor operation training, management certificationsFAA Part 107, sensor operation training
Work EnvironmentSupervisory, planning, and coordination rolesOperational, flying, and sensor data collection
Employer & IndustryMilitary, government agencies, commercial drone servicesMilitary, surveillance, mapping, inspection
Search & Comparison IntentUnderstanding managerial roles in drone operationsOperational drone sensor roles

The main difference between a Manager Uav Sensor Operator and a Uav Sensor Operator lies in their responsibilities. The Manager oversees planning, coordination, and team management, often requiring additional certifications and leadership skills. The Uav Sensor Operator focuses on flying the drone and collecting sensor data. Both roles require similar technical certifications, but the managerial position emphasizes supervision and strategic planning within drone operations.

What is a Manager UAV Sensor Operator?

Manager UAV Sensor Operators are professionals who oversee the operation and management of unmanned aerial vehicle (UAV) sensors. They lead teams responsible for collecting, analyzing, and interpreting data from UAV-mounted sensors, such as cameras, LIDAR, or thermal imaging equipment. Their role includes planning UAV missions, ensuring regulatory compliance, maintaining equipment, and training sensor operators. They often work in industries like defense, agriculture, environmental monitoring, and surveying, providing critical data for decision-making. Strong technical skills, leadership abilities, and knowledge of UAV systems and data analysis are essential for this position.

What are the key skills and qualifications needed to thrive as a Manager UAV Sensor Operator?

To thrive as a Manager UAV Sensor Operator, you need expertise in UAV operations, sensor technologies, mission planning, and a relevant technical degree or military background. Familiarity with flight control software, GIS systems, and certifications such as Part 107 Remote Pilot License are typically required. Leadership, decision-making, and strong communication skills are essential to coordinate teams and ensure mission success. These skills and qualities are vital to guarantee safe, efficient UAV missions and effective team management in complex operational environments.

What are some common challenges faced by a Manager UAV Sensor Operator, and how can they be addressed?

A Manager UAV Sensor Operator often faces challenges such as coordinating multiple UAV missions simultaneously, ensuring sensor data accuracy, and maintaining compliance with aviation regulations. Effective communication and clear protocols are vital when managing a team of operators to avoid data overlap or miscommunication. Staying updated on the latest sensor technologies and regularly training the team also helps mitigate technical and operational issues, ensuring smooth mission execution and data integrity.
What are the most commonly searched types of Uav Sensor Operator jobs in Chicago, IL? The most popular types of Uav Sensor Operator jobs in Chicago, IL are:
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Manager Uav Sensor Operator jobs near you

HR Manager

Crane Company

Bolingbrook, IL • On-site

Full-time

Re-posted 7 days ago

Job description

Position: Human Resource Manager (HR) Business Unit: Nuclear
Segment: Process Flow Technologies Location: Bolingbrook, IL
Reports To: Vice President of Human Resources Department: Human Resources
COMPANY & CULTURE
Crane (NYSE: CR) is a leading global provider of mission-critical, highly engineered products and solutions, with differentiated technology, respected brands, and leadership positions in the Process Flow Technologies and Aerospace & Electronics markets. Today, Crane has approximately 7,000 associates in the Americas, Europe, the Middle East, Asia, and Australia, with 2024 net sales of more than $2 billion. Crane Company celebrated our 170th anniversary this year.
With strict adherence to the Crane Business System (CBS), Crane is a highly process focused organization. CBS has been, and will continue to be, a critical driver of Crane's consistent execution and long-term success, driving a performance-based culture with a strong focus on accountability and results. Through the years, Crane has excelled in serving its customers, employees, investors, and communities in which they operate by focusing on the following principles:
  • Unwavering commitment to ethics and integrity. The R.T. Crane Resolution written when the company was founded in 1855 is the core upon which our business has been built, "I am resolved to conduct my business in the strictest honesty and fairness, to avoid all deception and trickery, to deal fairly with both customers and competitors, to be liberal and just towards employees and to put my whole mind on the business".
  • Focus on philanthropy. Giving back to the communities in which we operate has been a core part of the Company's identity for over a century, deeply rooted in the values of our founder, R.T. Crane. We believe that success comes with a responsibility to support both employees and the broader community - not just through financial contributions, but also through active engagement and volunteerism.
  • Customer focus. Every day, Crane's associates ensure that they are doing their utmost to solve their customer's most critical process needs. With a high commitment to Quality and On-Time Delivery, we leverage our innovative solutions to solve their most pressing needs. Driving profitable growth, for our customers... our associates... our communities... and our shareholders.
  • A disciplined cadence of execution built on clear objectives and metrics, detailed action plans and a repeatable process to drive execution and profitable growth.
  • Emphasis on continuous improvement in all that we do. We believe there is always an opportunity to become better, and we continuously strive to improve in all facets of our business, eliminating waste, variation, and overburden.
  • Development of our people, who are process focused and thrive on executing strategy and profitable growth through a disciplined cadence of execution. Nothing that we accomplish can be achieved without our outstanding employees. They are an integral part of who we are, and we leverage our Intellectual Capital* (IC) process to foster their growth and development.

In June 2025, Crane announced our intent to acquire Precision Sensors & Instrumentation ("PSI"), a leading provider of sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1.1 billion acquisition will add roughly $400 million in sales and 1,700 associates to Crane. PSI includes the Panametrics, Druck, and Reuter-Stokes brands that manufacture instrumentation and sensor-based technologies to detect and analyze pressure, flow, gas, moisture, and radiation across various industries, serving customers in more than 90 countries. Crane is so excited for the planned welcome of these brands into our portfolio and the role they will play in continuing to drive profitable growth for the company.
OPPORTUNITY
This exciting opportunity is part of the nuclear business.
The Human Resource Manager will have primary responsibility for the day-to-day human resources tasks, including managing talent needs identification, talent acquisition, organizational and management development, employee relations, compensation and benefits, policy development and legal compliance for approximately 40 associates at the Bolingbrook, IL location. They will collaborate with the VP/GM and senior leaders to understand the strategy of the business and assist in assuring the right organizational structure to deliver key deliverables.
RESPONSIBILITIES
Strategic Leadership, Operational Excellence & Growth
  • Work with the VP/GM to clearly understand the strategy of the business and develop a comprehensive, integrated talent strategy, ensuring that the site is making the right talent decisions to meet its strategic priorities.
  • Provide the VP/GM with critical business partner support, to ensure support of overall achievement of the business' various strategic objectives, while ensuring delivery of annual performance results: Sales, Operating Profit and Free Cash Flow (FCF).
  • Sounding board for the VP/GM and management team, talent related as well as pushing for results effectively within the team to drive growth of business in addition to being vigilant around cost containment opportunities challenging yourself on human capital expenditures and also challenging the VP/GM and management team on the same, when appropriate.
  • Develop and execute action plans that support the site's overall business goals for profitable growth. Plans include Compensation, Talent Development, Performance Management, Associate Relations, etc.
  • Drives adherence to Crane Business System by enforcing standard work for all processes within the function. More broadly, champions Kaizen activity targeted to solve problems and/or for operational efficiency. Holds business participants accountable for actionable results. Recommend team members for key training offered through the CBS office.
  • The HR Manager goes to GEMBA to understand key issues where the work is done vs. managing from their office. Ensures associates are heard and actions taken to improve the work environment.

Intellectual Capital
  • Crane has a rigorously defined Intellectual Capital (IC) process and cadence. This top HR role will own the IC process for the site and hold managers accountable for Strategy -> Structure -> People approach to achieving culture and talent outcomes.
  • Crane's Intellectual Capital (IC) process covers the entire associate development life cycle, including Talent Recruitment & Onboarding, Associate Development, Performance Management, Compensation Planning & Recognition, and Retirement. The IC Process is underpinned by a comprehensive Intellectual Capital Review which is conducted at multiple points during the year to ensure that associates are being developed for future roles and that the organization is achieving its talent goals. A core responsibility of the role is to lead and manage Bolingbrook's IC process to achieve business performance objectives and provide growth and development for our associates.

The following highlight these critical components of IC:
  • Recruiting, Selection and Onboarding
    • Anticipate future trends and respond to the changing needs of a diversified workforce by planning, creating, implementing, and evaluating innovative tactics to recruit top talent.
    • Master Crane's processes within the HR team and provide on-going reinforcement of Crane's interview process; accountable to ensure leadership understands and properly executes the process, resulting in sound hiring decisions.

  • Compensation, Benefits and Recognition
    • Ensure accurate market pricing of roles, working with the corporate Compensation team and appropriate external survey sources to ensure fairness.
    • Oversee and provide input to offers and salary assessments to ensure competitive and equitable offerings that align with company policies and market trends.
    • Lead the development and execution of incentive and bonus programs that drive individual and business performance.
    • Drive Health & Wellness plans based on locality and corresponding market trends.
    • Ensure meaningful recognition of our associates, whether it be for milestone anniversaries, retirements, or other Business Unit celebrations

  • Performance Management & Development
    • Oversee the training and completion of quality documentation and conversations for both mid-year and year-end performance assessments within the Business Unit.
    • Implement and facilitate training and development programs tailored to the needs of the site in conjunction with standard offerings and training requirements for Crane.
    • Ensure appropriate actions are taken when individual performance levels are not achieved or sustained.
    • Cascade Corporate-wide programs, such as Culture of Equality workshops, facilitating rich discussions in partnership with leadership.

  • Intellectual Capital Reviews
    • The HR Manager, with the VP/GM, will run the BU quarterly IC review cadence with their team. They will be responsible for ensuring that the cadence is followed and development plans are well thought out and implemented. They will be responsible for looking at the site in a holistic nature and require updates on Turnover and Equality metrics, to talent requirements, contingent workforce, campus recruiting, as well as critical salaried and hourly information regarding compensation and benefits to market and any other items the VP/GM and VP HR should be aware of.
    • The HR Manager is responsible to teach, coach and train the management team on the processes and provide continual reinforcement.

Associate Relations & Compliance
  • Lead investigative work related to policy violations including, but not limited to retaliation, discrimination, harassment, information security, and other work-related matters. This includes creating an investigative plan, conducting interviews, drafting findings, and communicating outcomes with stakeholders.
  • Maintains knowledge of legal requirements and government reporting regulations affecting human resource functions and ensures policies, procedures, and reporting are in compliance. Ensure compliance with employment laws and regulations across all jurisdictions where the business operates.
  • Adheres to Crane Compliance matters and ensures team members complete the necessary LMS training on time.
  • Lead philanthropic efforts at the site in adherence with Corporate guideline

QUALIFICATIONS
  • Minimum 3 years as Human Resource Generalist in the manufacturing environment.
  • An ideal candidate will have broad experience in a variety of HR disciplines, including HR processes, employee relations, compensation, performance management, talent management, change management, and regulations.
  • Excellent communication skills, both written and verbal.
  • Experience applying independent judgment on employee relations issues and working closely and effectively with leadership at different levels of the organization.
  • Interpersonal, negotiation and customer skills with an ability to establish rapport with others.
  • Broad HR knowledge in a variety of HR disciplines, including HR processes, employee relations, compensation, performance management, talent management, change management, and regulations.
  • Ability to partner and collaborate with HR team members, leaders, and employees to effectively drive change and achieve business goals.
  • Understanding of HR-related regulations including but not limited to Age Discrimination Act, FMLA, ADA, FLSA, and state laws.
  • Good problem solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analyses.
  • Experience directly supporting a President or VP/GM (or equivalent) with P&L responsibility. Demonstrated comfort acting as advisor to President. Proven track record of providing direct feedback to President and peers.
  • Experience working in a lean, fast-paced, results-oriented, performance driven culture.
  • Proven track record of developing top talent that can be detailed during the interview process.
  • Must be pragmatic and results oriented. Must demonstrate sound judgment when balancing the needs of multiple stakeholders. Demonstrated ability to problem solve and influence others through strong "facts and circumstances" arguments vs. emotional approaches
  • High energy, comfortable performing multifaceted projects with day-to-day activities. Self-starter with a sense of urgency when addressing customer and business concerns.
  • Comfortable presenting to or facilitating discussions with audiences ranging from Business Unit Leadership Team, to a site level, to entire Business Unit as needed
  • Integrity and ethical qualities of the highest standards, in alignment with core Crane values.
  • Highly educated around local regulatory requirements and people-centric strategies known to be effective in the region.

EDUCATION
  • An undergraduate degree is required; a Master's degree is strongly preferred.

$110,000 to $130,000
This description has been designed to indicate the general nature and level of work being performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.
Crane Company. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, gender, sexual orientation, general identity, national origin, disability or veteran status.
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About Crane AI

Sourced by ZipRecruiter

Industry

Software development

Company size

11 - 50 Employees

Headquarters location

New York, NY, US

Year founded

2017

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