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Job Title:  Senior Manager, IT 

Location:     Richmond, VA 

What we’re looking for: 

We are looking for a Sr IT Manager who serves as the bridge between IT operational execution and strategy-aligned business partnership. This role drives scalable, cross-functional technology outcomes by leading complex ERP industrial manufacturing environment and third-party application initiatives, strengthening vendor and partner accountability, and enabling teams through targeted talent development. 

What you’ll be responsible for in this role:  

Strategic Leadership & Policy 

• Strategic Planning: Manage the IT team with a focus on policy and strategy implementation. Develop short-to-mid-term operational plans with measurable KPIs that contribute directly to the organization's strategic goals. 

• Stakeholder Management: Act as a bridge between technical and non-technical departments; translate cross-functional business needs into actionable technology plans while balancing competing priorities. 

• Influential Communication: Partner with leadership and external parties to influence and communicate approaches, policies, and procedures at both a strategic and operational level. 

Business Applications & ERP Management 

• Lead major ERP upgrades, module implementations, and complex integrations with third-party digital platforms (e.g., e-commerce, CRM) to deliver seamless end-to-end solutions. 

• Application Integrity: Ensure the integrity, availability, and stability of the application environment and integration landscape. 

• Continuous Improvement: Partner with the business to identify and prioritize enhancements to existing applications, ensuring user requests align with the company's broader strategic roadmap. 

Project Management & Infrastructure 

• Delivery Excellence: Lead IT capital projects and large-scale digital initiatives using Agile or Scrum methodologies; act as a Quality Assurance (QA) lead on major cross-departmental projects. 

• Infrastructure Accountability: Partner with corporate IT and external vendors (e.g., HCL) to ensure accountability to agreed SLAs/KPIs, supporting reliable and scalable site operations. 

• Partner Management: Oversee outsourcing partners and managed services to ensure the efficient use of staff augmentation and resource allocation. 

Team Development & Operational Excellence 

• Talent Growth: Identify skill gaps and create specialized training plans to strengthen the leadership pipeline and move staff toward senior technical roles. 

• Service Mindset: Foster a "service-first" culture that prioritizes governance, reliability, and the consistent execution of tasks. 

• Staff Empowerment: Organize ongoing training to ensure the team’s knowledge remains current with emerging technologies and industry best practices. 

What are the basic qualifications?  

• Bachelor’s Degree in Information Technology, Computer Science or Similar Field 

• 10+ years of experience in IT or Business Process Management with a proven track record of leading software deployment projects 

• 5+ years of leadership experience, managing technical teams and cross-functional stakeholders 

What are the preferred qualifications?  

• Expertise in middleware and API-based integrations across enterprise systems. 

• Experience managing legacy applications on AS/400 would be a plus 

• Expertise on Warehouse Management and logistics would also be a big plus 

• Experience managing third-party vendors/partners and driving measurable performance against KPIs/SLAs. 

• Agile/Scrum delivery experience in a manufacturing, distribution, or operations-oriented environment. 

• Strong business acumen with the ability to communicate technology plans in terms of customer impact, risk reduction, and financial value. 

To be a great fit for the role: 

• Active listening: Understand user pain points and operational constraints in complex ERP workflows. 

• Conflict resolution: Navigate disagreements within technical teams or between users and IT regarding system constraints and priorities. 

• Negotiation & persuasion: Balance the needs of multiple departments when prioritizing ERP projects and platform integrations. 

• Political and business acumen: Build relationships and secure buy-in for cross-departmental initiatives. 

• Adaptability & continuous learning: Lead teams through accelerating technology change and upskilling needs. 

• Strategic influence: Communicate technical roadmaps in terms of ROI, competitive advantage, and measurable outcomes. 

• Change management: Transition from task oversight to talent optimization and sustainable transformation. 

• People-centric leadership: Support team well-being and engagement to reduce transformation fatigue. 

• Privacy & data governance: Champion data privacy, governance, and transparency as policies evolve. 

• Results-driven vision: Ensure technology investments deliver validated, high-impact contributions to the organization. 

How We Define Our Values and Why You Should Join Our Team:  

The backbone behind our collection of outstanding businesses is a team of dedicated employees who protect and enhance our valued reputation for quality and delivering what we promise. It’s our values that define Dover to all of our key audiences: our shareholders, customers, prospective employees and especially to ourselves. 

These values must be expressed in our work and embody our actions, as they form the basis by which we do our jobs, make decisions and measure our performance. It’s our unwavering commitment to maintaining our values that defines who we are as a Company. 

• Collaborative Entrepreneurial Spirit  

• Winning Through Customers 

• Respects and Values People 

• Expectations for Results  

• High Ethical Standards, Openness, and Trust  

What’s in it for you? (Comprehensive Benefit Package)  

• Medical, Dental, and Vision 

• 401k Retirement Plan 

• Flexible Spending 

• Paid Holidays 

The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified.  Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.