Triumph Group
Position Summary
We are seeking a highly experienced and strategic Director of Engineering to lead the development, certification, and lifecycle support of landing gear systems for current and next-generation aerospace platforms. The ideal candidate will possess deep technical expertise in landing gear design and integration, strong leadership and communication skills, and a proven track record of managing complex engineering programs within the aerospace sector.
Why Join Us?
- Lead transformative aerospace programs with global impact.
- Work in a collaborative, high-performance culture that values innovation and technical excellence.
- Competitive compensation and benefits, with opportunities for career growth.
Responsibilities
- Lead and manage a multidisciplinary engineering team responsible for the design, analysis, testing, certification, and support of landing gear systems.
- Set technical direction and oversee execution across all phases of the product lifecycle – from concept development and requirements definition to production and in-service support.
- Ensure compliance with applicable regulatory requirements (e.g., FAA, EASA, DoD) and industry standards (e.g., ARP4754A, DO-160, AS9100).
- Drive innovation in landing gear technology, materials, and design methodologies to improve performance, safety, cost, and maintainability.
- Serve as the technical authority on landing gear systems; resolve complex engineering challenges and interface with customers, regulatory agencies, and internal stakeholders.
- Collaborate with program management, supply chain, quality, and manufacturing to ensure timely and cost-effective delivery of engineering solutions.
- Develop and manage departmental budgets, resource planning, and talent development strategies.
- Support business development and proposal efforts by providing technical leadership and estimating engineering effort and risk.
- Establish engineering processes, best practices, and tools to ensure high-quality and efficient development.
Qualifications
- Bachelor’s degree in mechanical engineering, Aerospace Engineering, or a related field (Master’s or Ph.D. preferred).
- Minimum of 15 years of aerospace engineering experience with at least 7 years in landing gear systems.
- Minimum of 5 years of experience in a senior engineering leadership role.
- Deep knowledge of aircraft landing gear design, dynamics, hydraulics, materials, and integration.
- Experience with FAA/EASA certification processes and airworthiness standards.
- Proven leadership ability in cross-functional environments and large-scale programs.
- Strong communication, decision-making, and organizational skills.
- Experience working with OEMs, suppliers, and regulatory agencies.
- Familiarity with PLM systems (e.g., Teamcenter), CAD (e.g., CATIA, SolidWorks), and FEA/CAE tools.
Preferred Qualifications
- Prior experience leading landing gear development for commercial or military aircraft platforms.
- Experience with systems engineering approaches and model-based systems engineering (MBSE).
- Exposure to advanced manufacturing techniques and digital engineering initiatives.
Working knowledge of:
- Aircraft landing systems design (kinematic arrangements, struts, braces, shock absorbers, extension/retraction systems and system controls, landing gear doors, wheels, tires and brakes, brake control systems, steering systems, gear position detection)
- Aircraft hydraulic systems (schematic arrangements, pumps, valve, accumulators, fluid filtration, sensors and controls)
- Shock absorber design
- Hydraulic actuator design
- Landing gear structural design
- Stress analysis
- Landing gear, hydraulic and steering system dynamic analysis (fluid and rigid body dynamics)
- Landing gear testing (system testing, drop testing, wheel and brake testing, environmental testing, hydraulic testing)
- Materials and processes (high strength materials, plating and coatings, bearings and mechanics of wear)
- Landing gear manufacture and assembly practices
- Hydraulic sealing systems (seals, coatings, surface finished, fluids)
Work Environment and Travel
- Primarily office-based with periodic travel to suppliers, test sites, or customer locationsup to 25% travel expected.
Compensation Data
Pay Range: $143,100 - $214,700 annually.
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.
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