Engineer, Electrical Engineer - Military veterans preferred

2025-05-03
Triumph Group
Other

/yr

  employee   contract


West Hartford
Connecticut
06110-1328
United States

Triumph Group

Position

We have an exciting opportunity for an Electronics Product Support Engineer for our West Hartford, CT location. 

Responsibilities

PRIMARY
•Supporting Engineering Change Proposal activities and processing.
•Conducting Root Cause Failure Analyses of electronic control units (ECU).
•Writing Engineering Technical Reports of Root Cause Investigation findings.
•Performing trend analyses on these root causes.
•Coordinating component internal Failure and Material analyses.
•Initiating Product Condition Reports (PCR) when trends are identified.
•Monitoring product reliability and producing Mean Time Between Failure (MTBF)  trend charts.

 

SECONDARY
•Technical interface for Customer’s Engineering questions/requests.
•Preparing and conducting technical presentations.
•Driving product improvement and reliability related engineering design changes.
•Providing technical content and coordinating development and maintenance of:
•Component Maintenance Manuals
•Service Bulletins
•Service/Technical Letters
•Component Level Repair Procedures
•Product Deviations/Authorizations

Qualifications

Desired Electronics experience includes: 
•Diagnosing root causes of failures within both analog and digital circuit designs.
•Strong “hands on troubleshooting” or fault isolation skillset.
•Physics of failure modes with electronic components designed for high reliability and use in harsh aerospace, environmental conditions.

The successful applicant should also have knowledge of aerospace Design standards and Quality standards such as DO-160 and IPC J-STD-001, and also possess familiarity with 6-Sigma tools and methodologies, built-in-test, design for noisy environments, and hands on testing. 

Coordinate specific ECU program technical support activities including resolution of technical problems with in-service electronic products and responding to customer inquiries for assigned program(s) in a timely manner.    
Root cause analysis to be provided includes maintaining objectivity and identifying various and multiple roots including but not limited to the following:
•Product hardware/software design.
•Latent, Manufacturing workmanship defects
•Electronic components 
•Circuit Card Assembly (CCAs)
•ECU Assembly
•Product Test Equipment Design



Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (“ITAR”) and the Export Administration Regulations (“EAR”), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

The contractor 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. 41 CFR 60-1.35(c).



Equal employment opportunity, including veterans and individuals with disabilities.

PI270170706

 

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