POSITION SUMMARY:

The Director of Solutions Development is a visionary and strategic leader responsible for driving the end-to-end development of advanced HVAC control and software solutions. This role plays a critical part in shaping the future of Mitsubishi Electric’s residential and commercial product offerings by integrating advanced technologies across embedded systems, cloud platforms, and user interfaces.
The director will lead a multidisciplinary team of engineers, developers, and product managers to deliver innovative, scalable, and customer-centric solutions that enhance energy efficiency, system performance, and user experience. This position requires a deep understanding of HVAC systems, software architecture, and agile development methodologies, as well as strong leadership and stakeholder management skills.
The ideal candidate will be a proactive collaborator who can translate market needs and customer feedback into actionable development strategies, ensuring alignment with corporate goals and compliance with industry standards. This role also involves managing external partnerships, overseeing product lifecycle processes, and fostering a culture of continuous improvement and technical excellence.

The essential functions of the position include, but are not limited to the following:

• Serve as the primary liaison between engineering leadership and customer stakeholders.
• Define and drive the architecture of HVAC control systems, spanning embedded devices, cloud infrastructure, and user interfaces.
• Lead cross-functional teams and external partners in executing development projects.
• Oversee development of embedded firmware, hardware design, cloud back-end systems, APIs, and front-end applications.
• Manage tools for configuration, deployment, and maintenance (standalone and cloud-based).
• Align product development with business cases and cost justifications.
• Develop and manage budgets, schedules, and resource allocations.
• Host stage gate meetings and ensure adherence to development procedures.
• Collaborate with internal and external teams to assess technical feasibility and risks.
• Support Quality Assurance processes to validate production readiness.
• Ensure compliance with standard operating procedures and industry best practices.
• Promote cross-training and professional growth.
• Conduct regular staff meetings, one-on-ones, and succession planning.
• Foster a culture of innovation, accountability, and continuous improvement.
• Address technical inquiries from factories and customers.
• Review and maintain technical documentation and collateral.
• Domestic and international travel up to 20% may be required.
• Performs other duties as assigned.

EDUCATION AND EXPERIENCE:

• Demonstrated ability to organize, lead, and manage software / hardware technical teams.
• 10+ years of software / hardware development experience in new product development.
• 5+ years of experience managing a controls / software / hardware development team.
• B.S. degree in computer science, engineering or related field with a M.S preferred.
• In depth experience with product management, including negotiating specifications and requirements, estimating schedules and budget.
• Experience in both Agile and Waterfall development procedures, as well as Stage-Gate product development. Experience in converting Waterfall processes to Agile a plus.
• Excellent communication and technical writing skills; analytical approach to problem solving; team oriented, self-motivated; works hands-on; technology enthusiast.

The pay range for this position at commencement of employment is expected to be between $149,600 and $205,700/year; however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including commissions based on achieving individual performance and/or sales metrics, incentive compensation and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these additional compensation and benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

We are an equal employment opportunity employer. All employment decisions are made without regard to race, color, religion, sex, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, marital status, sexual orientation, gender identity, gender expression, domestic partnership, physical disability, mental disability, medical condition, genetic characteristic or information, military or veteran status or other legally protected status (except when one of these criteria is a legally permissible bona- fide occupational qualification).

The Company 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 Company, or (c) consistent with the Company’s legal duty to furnish information.

To view the EEO is The Law Poster and the supplement, please visit www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf

To view the Notice to Job Applicants and Employees regarding San Francisco's Fair Chance Ordinance and the Know Your Rights poster please visit www.sfgov.org/olse/sites/default/files/FCO%20poster2020_0.pdf

Applicants with a disability who need assistance with the application process may contact Human Resources by email at employment@meus.mea.com or by calling 714.229.3813.