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Senior Engineering Manager Jobs in Gilbert, AZ (NOW HIRING)

CBRE

Sr. FM Engineering Ops Manager

Phoenix, AZ · On-site

About the Role: As a CBRE FM Engineering Ops Sr. Manager, you will manage the team responsible for providing technical and operational support to the account staff. This job is part of the ...

Honeywell

Advanced Software Engr

Phoenix, AZ · On-site

You will report directly to our Senior Engineering Manager and you'll work out of our Deer Valley, AZ location. In this role, you will impact the aviation industry by designing and implementing ...

Invitationhomes

Sr. Manager, Engineering

Phoenix, AZ · On-site

$135K - $234K/yr

Salary Range The salary range for this position is: $135,000.00 - $234,000.00, plus individuals may be eligible for an annual discretionary bonus. Actual compensation within the range will be ...

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See Gilbert, AZ salary details

$63.3K

$135.7K

$197.4K

How much do senior engineering manager jobs pay per year?

As of May 28, 2026, the average yearly pay for senior engineering manager in Gilbert, AZ is $135,711.00, according to ZipRecruiter salary data. Most workers in this role earn between $113,100.00 and $162,500.00 per year, depending on experience, location, and employer.

What Is a Senior Engineering Manager?

Senior engineering managers oversee the project team to ensure each phase is completed accurately, on time, and within budget. They coordinate with the company’s marketing and sales departments to determine what products or services are offered to clients and then develop those offerings to specifications. As a senior engineering manager, you may also need to troubleshoot equipment or software. To become a senior engineering manager, you need a certificate or degree in computer science or a related field, several years of working in software development, and management experience.

What are the key skills and qualifications needed to thrive as a Senior Engineering Manager, and why are they important?

To thrive as a Senior Engineering Manager, you need a robust background in engineering principles, leadership experience, and a relevant degree, often complemented by prior management roles. Familiarity with project management tools (such as Jira or Asana), software development methodologies (like Agile), and technical certifications can be highly beneficial. Exceptional communication, conflict resolution, and mentoring skills set top performers apart in this role. These skills are vital for effectively guiding teams, delivering projects on time, and fostering an innovative and collaborative engineering environment.

How does a Senior Engineering Manager typically balance technical leadership with people management responsibilities?

A Senior Engineering Manager often splits their time between guiding technical strategy and supporting their team’s professional development. This involves overseeing complex engineering projects, setting clear technical direction, and ensuring best practices are followed, while also mentoring engineers, conducting performance reviews, and fostering a collaborative team culture. Balancing these areas requires strong delegation, prioritization, and communication skills, as well as regularly collaborating with other departments like Product and Design to align goals. Most organizations expect Senior Engineering Managers to actively contribute to both technical and people-focused initiatives, which can be challenging but is essential for team and project success.

What is the difference between Senior Engineering Manager vs Engineering Director?

AspectSenior Engineering ManagerEngineering Director
ResponsibilitiesOversees multiple engineering teams, manages project delivery, and mentors managersSets strategic direction, manages multiple departments, and aligns engineering goals with company objectives
Required CredentialsBachelor's or Master's in Engineering or related field, 8+ years experience, leadership skillsSimilar credentials, often with 10+ years experience, strategic planning skills
Work EnvironmentHands-on team management within engineering teamsHigh-level strategic planning, cross-department coordination
Industry UsageCommon in tech companies, startups, and large enterprisesTypically found in larger organizations with complex structures

While both roles require strong technical backgrounds and leadership skills, Senior Engineering Managers focus more on team management and project execution, whereas Engineering Directors are responsible for strategic planning and organizational alignment across multiple teams.

More about Senior Engineering Manager jobs
What are popular job titles related to Senior Engineering Manager jobs in Gilbert, AZ? For Senior Engineering Manager jobs in Gilbert, AZ, the most frequently searched job titles are:
What job categories do people searching Senior Engineering Manager jobs in Gilbert, AZ look for? The top searched job categories for Senior Engineering Manager jobs in Gilbert, AZ are:
What cities near Gilbert, AZ are hiring for Senior Engineering Manager jobs? Cities near Gilbert, AZ with the most Senior Engineering Manager job openings:
Senior Engineering Manager jobs near you
Infographic showing various Senior Engineering Manager job openings in Gilbert, AZ as of May 2026, with employment types broken down into 1% As Needed, 84% Full Time, 11% Part Time, and 4% Contract. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $135,711 per year, or $65.2 per hour.
Senior Manager, Manufacturing Engineering

Senior Manager, Manufacturing Engineering

Stryker

Phoenix, AZ • On-site

$135.60K - $225.90K/yr

Full-time

Posted 7 days ago

Job description

Work Flexibility: Onsite
Stryker is hiring a Senior Manager to support growth and the scale up of the multi-site Arizona Campus of Stryker Sustainability Solutions. We seek a leader who will develop a diverse team, capable of scaling growth through new product development and product transfers. This strategic thinker will use data analysis and sound engineering principles to identify a strategic funnel of process improvements, maintenance programs, and other key cost savings opportunities.
What you will do:
Technical / Managerial Responsibilities
  • Execute a robust talent offense for one or more teams by attracting, developing, retaining, and engaging top talent while driving personal/professional growth of individuals, the team and delivering high quality results with passion, energy and drive.
  • Lead and mentor others in driving positive outcomes to abstract technical, business, and personnel problems based the application of problem-solving and process improvement methodologies.
  • Make independent decisions for project, program, or portfolio level issues.
  • Lead high complexity projects and initiatives within the business unit, with responsibility for planning, budgeting, meeting project goals and adequately staffing with talent.
  • Lead and mentor others in complex cooperative efforts across cross-functional teams and business units, influencing multiple technical areas of expertise and building key relationships, to drive innovation and ensure achievement of business goals.
  • Lead cross-functional evaluation of strategic improvement opportunities within the business unit; create a 3-5 year project improvement road map.
  • Distill department Objectives, Goals, Strategy and Mission into performance objectives for direct reports.

Business Responsibilities:
  • Drive financial accountability across direct team and roll-up at a project level. Lead cost center budget creation, projections, and tracking activities, and contribute to higher-level R&D budget at business unit level, projections, and tracking activities.
  • Mentor, teach, and develop best practices for Voice of Customer and customer centric design activities. May lead Voice of Customer activities.
  • Assess emerging opportunities and technologies that can better meet clinical needs and partner with customers, internal and external key opinion leaders (KOLs) to develop technical strategies that meet clinical/business needs.
  • Collaborate and mentor on financial / business modeling and lead strategy and execution for one or more product segments / business function.

Med Device Compliance:
  • Lead multiple programs of direct and indirect oversight to demonstrate compliance with applicable regulatory requirements.
  • Provide overall direction to direct reports/department as related to design controls for new and existing processes/products.
  • Review and approve (or delegate) program / project specific technical documentation and deliverables across multiple programs of direct and indirect oversight.

What You need:
  • Bachelor of Science degree or higher in Engineering or related technical field
  • 10+ years applicable experience
  • 4+ years direct people management experience
  • Continuous Improvement certification preferred (e.g.: Lean, Six Sigma, etc)
  • Experience leading (preferred) or partnering with Facilities/Maintenance teams to bring reliability improvements into Facilities systems and production equipment.

Leadership Experience:
  • Talented performance coach who is skilled at providing actionable feedback to team members, setting clear performance objectives and managing team member performance.
  • Advanced understanding of the healthcare market and competitors, conversant in clinical issues of relevance to Stryker.
  • Experience executing a talent and performance management strategy.
  • Demonstrated ability to communicate complex plans and technical information to team members within a division.
  • Proven ability to deliver programs or other business goals on time, on quality and within budget.

$135,600 - $225,900 USD Annual
Travel Percentage: 10%
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.
Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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