Engineering Manager, Enablement

Description

The company makes a Branch Performance Platform for banks and credit unions, combining appointment scheduling, in-branch queuing, video banking and branch workforce management, and turning customer and operational data into insights. It is used by more than 200 banks and credit unions, including RBC, Mountain America Credit Union and M&T Bank.

This is a vacant full-time permanent role leading one team in the Enablement Engineering group. These teams build and run the infrastructure, data, tooling, service standards and customer implementation capabilities that product teams and many Enterprise clients rely on. You report to the Director, Engineering Enablement, and you are both the people leader and delivery owner for your team.

Enablement teams have no dedicated Product Manager or Designer, so you own intake and capacity planning for your team, with support from your Director and alongside the wider Product Management and Product Design teams.

You have led one or more kinds of engineering enablement and you can build stable, high-trust teams while keeping plans flexible enough to match what the business and customers need next.

The stack is React and Laravel on a RESTful architecture, with MySQL and PostgreSQL, deployed on AWS. You do not need to be an expert in these, but real depth in at least one enablement domain matters.

Teams work iteratively without rigid Scrum, and they keep improving how they deliver. The culture is blameless, pairing open communication and continuous improvement with high accountability and ownership.

Enablement teams join Engineering's shared on-call rotation. You arrange your team's rotation schedules, train engineers on incident playbooks and support them during playbook runs.

Responsibilities

• Lead, coach and develop your engineers across hiring, onboarding, 1:1s, feedback, performance management and career growth.
• Build teams where people feel safe to raise risks, challenge ideas and learn from incidents.
• Help each team find a working rhythm, whether it runs on roadmap-driven platform work or on interrupt-driven operational and customer work.
• Set up knowledge sharing, cross-training and pairing so that no single person becomes a bottleneck.
• Gather, clarify and triage requests from Product Engineering, Professional Services, Security and other internal partners.
• Plan capacity across roadmap commitments, platform health and tech debt, operational load and customer implementation work.
• Work with Product Management and Product Design to shape requirements, confirm priorities and keep enablement work aligned with the product roadmap.
• Turn the Enablement roadmap into team plans with clear objectives and success measures with your Director, and raise trade-offs early when priorities conflict.
• Re-sequence work as needs change while protecting team focus and a sustainable pace.
• Help your teams plan and deliver secure, well-documented, high-quality work across the SDLC.
• Schedule on-call for your teams, make sure engineers know the incident playbooks and support them through incident response.
• Run blameless incident reviews and make sure action items get done.
• Track and report team delivery and health measures such as commitment hit rate, reliability, cloud cost and developer experience.
• Drive automation and continuous improvement to cut toil and manual work.
• Apply enough technical depth to guide design discussions, review plans and make sound decisions in your domains. You will not write code day to day.
• Work with the Principal Engineer and other Engineering Managers on technical standards, reference architectures and paved-road tooling.
• Help your teams adopt AI-assisted ways of working that fit Engineering's AI focus and objectives, and make the results visible.
• Support Professional Services on customer implementations and integrations, including working directly with Enterprise clients and their technical teams when needed.
• Scope work, set expectations and solve technical issues with Enterprise client stakeholders.
• Work with Product Engineering, Product Management, Product Design and Security to remove dependencies and blockers.
• Work with the engineering leadership team to define, build and promote department-wide standards and processes.

Requirements

• Proven experience running one or more kinds of engineering enablement, such as platform engineering, DevOps/SRE or data engineering.
• At least 3 years of experience managing engineers, including coaching, mentoring, performance management and setting individual and team goals.
• Hands-on engineering experience in an enablement domain, with working knowledge of cloud infrastructure, CI/CD, observability, web application development or modern engineering practices.
• Experience owning intake, prioritization and capacity planning without a dedicated Product Manager.
• Experience leading teams on call, including incident response, playbooks and blameless reviews.
• Comfort working directly with Enterprise clients and their technical teams.
• Skill at building relationships and managing many stakeholders across teams.
• Genuine commitment to the CHEERS values and to living them daily.
• Belief that how we win matters, and a drive to build inclusive, collaborative teams that put people first.
• Curiosity about new technology, particularly AI and LLMs, with a foundational understanding of how these tools work and a wish to apply them to business and customer problems.
• A record of learning continuously and pushing the limits of what is possible.
• Nice to have: experience leading more than one enablement discipline at the same time.
• Nice to have: experience in fintech, banking, enterprise SaaS or platform and API-based products.

Conditions

Full-time, permanent, vacant position.

Expected hiring range is $150,000 to $185,000 base salary. The final offer depends on background, experience, skills and internal equity. Ranges may change over time. Top performers are reviewed annually under the Performance Acceleration program.

The range reflects national compensation data for similar roles and company sizes in technology, along with the company's internal pay framework to keep pay equitable.

Remote work is possible anywhere in Canada.

The company may use AI tools in parts of hiring, such as screening applications, analysing resumes, assessing responses or summarising interview notes. Humans make all final decisions. Ask your Talent Partner how your data is handled, and disclose any AI use in your application or interview.

The company is committed to accessibility and equal opportunity, in line with the Accessibility for Ontarians with Disabilities Act, 2005.

Benefits

• Cabana Days: flex-time and flex-days to recharge. You are asked to stay available and responsive on flex-days when customers need you.
• Supported, flexible working environment.
• Professional development, learning and career opportunities.
• Regular 1:1 coaching with your leader and regular contact with the executive team.
• A team large enough to grow but small enough to have real impact.
• Competitive salaries based on experience and expertise.
• Health and dental benefits, virtual care and disability top-up, all from day 1.
• Virtual mental health and EAP platform.
• RRSP with WealthSimple and matching.
• Annual wellness benefit of $1,000.
• Employee options that share company success.
• Internet subsidy on each paycheque.
• Tiki Bucks incentive program for bonuses.
• Recognised as a people-first company, with a 4.2 Glassdoor rating, named Most Admired Corporate Culture (2024) and ranked 22nd in Best Workplaces in Canada (2025) in its size category.