Toshiba Global Commerce Solutions is seeking a Senior Delivery Manager. The Senior Delivery Manager oversees multiple program managers across a portfolio of complex software programs, ensuring consistent delivery discipline, strong leadership, and predictable outcomes. This role enforces the delivery operating model, drives alignment across Engineering, QA, Product, and Client Delivery, and ensures each program executes with clarity, urgency, and accountability. The Sr. Delivery Manager leads leaders, developing program and project leaders, strengthening program execution, and representing Delivery with maturity, judgment, and executive presence.

Qualifications

• Bachelor’s degree or equivalent work experience required, Computer Science, Engineering, or related technical fields preferred.
• 10–12+ years in software delivery, program management, or engineering, with hands-on experience in development, testing, or production support.
• Experience managing program managers and leading multiple complex software programs simultaneously.
• Proven background in retail tech, POS, SaaS, or enterprise systems requiring high uptime and operational resilience.
• Strong grounding in SDLC, Agile delivery, CI/CD, DORA metrics, DevOps, and release planning.
• Skilled in risk management, escalation leadership, RCA, and stabilizing at-risk programs.
• Proficient in delivery tooling (Jira, Confluence, Smartsheet, MS Project) and data-driven reporting.
• Executive presence: crisp communicator, calm under pressure, strong judgment and decision-making.
• PMP, SAFe, CSM, or similar certifications preferred.

Responsibilities

1. Program Delivery & Execution

• Lead delivery oversight across multiple programs, ensuring clear plans, accurate forecasts, and reliable plan-vs-actual execution.
• Drive rigor around RAID ownership, milestone readiness, release planning, and quality gates.
• Stabilize at-risk (red/yellow) programs through structured recovery plans, daily accountability, and decisive escalation.
• Ensure predictable delivery across all programs through disciplined follow-through and early issue detection.

2. Cross-Functional Leadership

• Align Engineering, QA, Product, Client Delivery, and Support to drive delivery plans.
• Remove blockers across teams and enforce ownership, accountability, and timely decision-making.
• Strengthen cross-team collaboration and reduce operational friction through clear communication and expectation setting.
• Represent Delivery Leadership in executive and client forums, providing clarity, maturity, and a calm, authoritative presence.

3. Governance, Rhythm & Standards

• Ensure programs consistently follow delivery rhythms: regular program reviews, status updates, RAID maintenance, and decision logs.
• Validate the quality, accuracy, and completeness of program artifacts: plans, risks, communications, metrics, and executive updates.
• Enforce adherence to SDLC practices, release management processes, and delivery governance across assigned programs.
• Establish and maintain high standards for communication, escalation hygiene, and stakeholder engagement.

4. Communication & Escalation Management

• Ensure “no surprises” communication to clients and executives through proactive risk and issue escalation.
• Coach program and project leaders on communication: clear problem statements, impact definition, and action-oriented next steps.
• Serve as the escalation point for complex issues requiring senior judgment or cross-functional alignment.
• Improve communication quality across programs, raising the bar for clarity, brevity, and completeness.

5. Quality, Technical Insight & Operational Excellence

• Partner with QA and Engineering to ensure test readiness, defect management discipline, and stable release cycles.
• Review and strengthen root cause analyses, ensuring meaningful corrective actions and follow-through.
• Leverage quality data, DORA metrics, and delivery insights to drive continuous improvement and reduce rework or instability.
• Promote observability, DevOps practices, and operational maturity across program delivery.

6. Leadership & Team Development

• Lead and coach program and project management teams, elevating their judgment, communication, planning discipline, and leadership presence.
• Set clear expectations, reinforce accountability, and develop talent through direct feedback and structured guidance.
• Build a high-performing delivery culture grounded in ownership, urgency, clarity, and measurable outcomes.
• Act as a trusted leader who models stability and decision-making during ambiguity, escalations, or change.

Success Measures

• Predictable delivery across programs, with commitments met, risks surfaced early, and clear, timely communication to stakeholders.
• Steady forward progress on all programs, with timely decisions, clear next steps, and consistent follow-through.
• Continuous improvement in team performance, reflected in strong planning, clear communication, and high ownership of RAID, status, and delivery rhythms.
• Early identification of risks and issues, reducing late surprises and improving stability during releases and major milestones.
• Consistent application of delivery governance, including high-quality plans, accurate forecasts, maintained governance, and reliable operating rhythms.
• Strong cross-functional alignment, reducing rework, miscommunication, and handoff gaps between Engineering, QA, Product, and Delivery.
• Improved delivery quality and readiness, indicated by cleaner releases, fewer reopens, clearer test readiness, and better DORA/quality metrics.
• Credible and calm delivery leadership presence in client and executive forums, with concise communication and strong judgment.

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About the Company:

Toshiba Global Commerce Solutions is a dynamic billion-dollar global company based in Research Triangle Park, NC, providing retail store solutions to your favorite brands.  Have you ever been in a hurry and made use of the self-checkout at Lowe’s Foods, earned fuel rewards at Kroger, or just paid for purchases at retailers such as Walmart, Michaels, Carrefour, The Gap, Calvin Klein, Boots, Cencosud, BJ’s, or Costco?  These are just a few examples of our in-store solutions and impressive customer base that made us the world's installed market share leader. 

The nature of retail is changing quickly, so if you share our 'Together Commerce' vision of a seamless two-way, participatory shopping experience, let’s get together to drive the new economy. 

**Toshiba Global Commerce Solutions, Inc. offers a competitive salary and generous benefits package including the following:  **

Group health coverage (medical, dental, & vision)
Employee Assistance Programs
Company provided life insurance 
Employee discounts
Generous paid holiday schedule, paid vacation & sick/personal days  

EEO:

Toshiba Global Commerce Solutions is an equal opportunity/affirmative action employer that evaluates qualified applicants without regard to age, ancestry, color, religious creed, disability, marital status, medical condition, genetic information, military or veteran status, national origin, race, sex, gender, gender identity, gender expression and sexual orientation or any other protected factor. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Individuals who need a reasonable accommodation because of a disability for any part of the employment process should email [email protected] to request an accommodation

DIVERSITY, EQUITY & INCLUSION:

We at Toshiba Global Commerce Solutions firmly believe that our people are an integral part to the success of our customers. Furthermore, we’re committed to Diversity, Equity, and Inclusion for all our people as highlighted by our 5 Core Principles (Create Outreach, Foster Belonging, Unleash Opportunity, Diverse Cultural Engagement and Culture of Transparency).  We’re passionate about our customers the retail industry and becoming a more responsible company as we help create a brighter future.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)