Lead/Manager- Dynamics CRM

Job Purpose:

The Dynamics 365 and Power Platform Software Engineering Manager leads and manages a team of engineers developing and supporting products and services using Azure cloud, Dynamics 365 and Power Platform.

The Engineering Manager is responsible for ensuring the feasibility of what the team builds and has overall responsibility for delivery. They have a key role in hiring, developing and coaching engineers, leading the Bupa Engineering Profession, and fostering Communities of Practice.

Engineering Managers at Bupa are expected to be, or to have previously been, accomplished engineers, with at least 5 years experience as an individual contributor. They are not expected to be daily "hands-on" contributors but should still be comfortable getting their sleeves rolled up and contributing but should not put themselves on the critical path or become a bottleneck.

More than 50% of manager time is expected be dedicated to staffing and coaching. The remaining time is dedicated to technical leadership, solution architecture and design, driving operational excellence and continuous improvement in the delivery of projects and products. Managers will have at least 2 years people management experience and 3 years delivery or project management experience.

Qualifications:

• Bachelor's degree in Computer Science, Information Technology or related field
• Proven experience as a Technical Consultant with Microsoft Dynamics 365.
• Strong understanding of D365 architecture and customization capabilities.
• Experience with D365 integrations and data migration.
• Familiarity with Azure cloud services.
• Excellent problem-solving and analytical skills.
• Strong communication and interpersonal skills.
• Ability to work independently and in a team-oriented environment.
• Certifications in Microsoft Dynamics 365 are a plus.

Technical Skills:

Responsibilities:

Performance Management (SFIA Level 4, PEMT)

Provides operational direction, support and guidance to assigned colleagues. Allocates routine tasks or project work, in line with team objectives and individual capabilities. Monitors quality and performance against agreed criteria to make learning recommendations or to escalate concerns. Coaches colleagues in developing target skills and capabilities in line with team and personal goals. Facilitates effective working relationships between team members.

Employee Experience (SFIA Level 5, EEXP)

Implements working practices that motivate employees and support their health and wellbeing. Provides guidance to individuals on long-term development goals and career opportunities, considering an individual's strengths and preferences. Communicates business direction, policy and purpose where these may drive or affect employee engagement. Ensures clear communication of delegated tasks and provides sufficient autonomy to motivate and empower individuals. Maintains awareness of the physical and emotional welfare of employees, and provides counselling when required.

Professional Development (SFIA Level 5, PDSV)

Determines development needs for a professional practice area. Aligns development activities with organisational priorities, learning and development strategies and career pathways. Guides practitioners in creating development plans. Advises and supports assigned practitioners, ensuring alignment with professional development plans and career opportunities. Ensures practitioners record evidence of continuing professional development. Contributes to practitioners' performance appraisals, when required.

Resourcing (SFIA Level 4, RESC)

Facilitates and supports the execution of resourcing activities in collaboration with managers and teams. Analyses resource requests to determine tasks, skills and effort required. Creates and communicates open positions internally and externally. Conducts interviews and assessments using a planned format and structure. Implements internal resource allocation matching skills to tasks. Contributes to transitioning of resources, complying with relevant statutory or external regulations and codes of practice.

Delivery Management (SFIA Level 4, DEMG)

Manages the delivery of products or services for small to medium-sized initiatives. Applies appropriate delivery methodologies and tools. Establishes and leads delivery teams, creating a collaborative and productive working environment. Manages the prioritisation of work items, leads iteration planning processes and ensures value is delivered incrementally throughout the delivery cycle. Communicates delivery progress, risks and issues to stakeholders. Ensures the quality of deliverables. Participates in reviews and contributes to the continuous improvement of delivery processes within the scope of the team or initiative.

Solution Architecture (SFIA Level 5, ARCH)

Leads the development of solution architectures in specific business, infrastructure or functional areas. Leads the preparation of technical plans and ensures appropriate technical resources are made available. Ensures appropriate tools and methods are available, understood and employed in architecture development. Provides technical guidance and governance on solution development and integration. Evaluates requests for changes and deviations from specifications and recommends actions. Ensures relevant technical strategies, policies, standards and practices (including security and cost management) are applied correctly.

Programming/Software Development (SFIA Level 5, PROG)

Takes technical responsibility across all stages and iterations of software development. Plans and drives software construction activities. Adopts and adapts appropriate software development methods, tools and techniques. Measures and monitors applications of project/team standards for software construction, including software security. Contributes to the development of organisational policies, standards and guidelines for software development.

Requirements Definition and Management (SFIA Level 4, REQM)

Defines and manages scoping, requirements definition and prioritisation activities for initiatives of medium size and complexity. Contributes to selecting the requirements approach. Facilitates input from stakeholders, provides constructive challenge and enables effective prioritisation of requirements. Establishes requirements baselines or backlogs, obtains appropriate agreement to requirements and ensures traceability to source.

Software Design (SFIA Level 5, SWDN)

Specifies, designs and architects large or complex software applications, components and modules. Adopts and adapts software design methods, tools and techniques. Undertakes impact analysis on major design options, makes recommendations and assesses and manages associated risks. Specifies prototypes/simulations to enable informed decision-making. Evaluates software designs to ensure adherence to standards and identifies corrective action. Ensures the software design balances functional, quality, security and systems management requirements. Contributes to the development of organisational software design and architecture policies and standards

Testing (SFIA Level 4, TEST)

Selects appropriate testing approach, including manual and automated testing. Develops and executes test plans and test cases. Implements scalable and reliable automated tests and frameworks. Collaborates across parties involved in product, systems or service design and development to enable comprehensive test coverage. Identifies improvements in requirements, design or specification processes to increase the effectiveness and efficiency of testing. Analyses and reports on test activities, results, issues and risks, including the work of others.

Release Management (SFIA Level 5, RELM)

Develops and maintains release approaches, processes and automation tools. Oversees the planning and scheduling of complex, large-scale releases. Coordinates release activities across multiple projects and programmes. Ensures release processes and procedures are applied and that releases can be rolled back as needed. Communicates release approaches and outcomes. Conducts post-release analysis and drives continuous improvement.

Systems Integration and Build (SFIA Level 5, SINT)

Plans and drives activities to develop organisational systems integration and build capabilities including automation and continuous integration. Identifies, evaluates and manages the adoption of tools, techniques and processes to create a robust integration framework. Provides authoritative advice and guidance on any aspect of systems integration. Leads integration work in line with the agreed system and service design. Assesses risks and takes preventative action. Measures and monitors applications of standards. Contributes to the development of organisational policies, standards and guidelines for systems integration.

Application Support (SFIA Level 5, ASUP)

Ensures all requests for support are dealt with according to set standards and procedures. Drafts and maintains procedures and documentation for applications support, incorporating security considerations. Manages application enhancements to improve business performance. Advises on application security, licensing, upgrades, backups and disaster recovery needs.

Systems Design (SFIA Level 4, DESN)

Designs system components using appropriate modelling techniques following agreed architectures, design standards, patterns and methodology. Identifies and evaluates alternative design options and trade-offs. Creates multiple design views to address the concerns of the different stakeholders and to handle functional and non-functional requirements. Models, simulates or prototypes the behaviour of proposed system components to enable approval by stakeholders. Produces detailed design specifications to form the basis for the construction of systems. Reviews, verifies and improves own designs against specifications.

Personal Capability Building

Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation, where relevant, to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media

Behavioural Competencies:

Ensures Accountability

Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.

Tech Savvy

Anticipates and adopts innovations in business-building digital and technology applications. For example, ensures that the team has adequate resources to invest in technology advancements and the training to use them well. Deploys some new technologies to enhance effectiveness of the group and business.

Plans and Aligns

Plans and prioritizes work to meet commitments aligned with organizational goals. For example, outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.

Manages Complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.

Optimises Work Processes

Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, uses metrics and benchmarks to monitor accuracy and quality. Takes steps to make methods productive and efficient. Promptly and effectively addresses process breakdowns.

Effective Decisions

Makes good and timely decisions that keep the organization moving forward. For example, knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.

Takes Action

Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. For example, takes timely action on important or difficult issues. Identifies and pursues new opportunities that benefit the organisation.

Customer Centric

Builds strong customer relationships and delivers customer-centric solutions. For example, keeps in contact with customers to ensure problems are resolved, or to improve customer service. Studies customer feedback and emerging customer needs and uses these to determine some creative new ideas.