IT Infrastructure Lead in Warminster

The IT Infrastructure Lead is a senior professional responsible for overseeing, maintaining, and improving an organization's core IT infrastructure, which includes networks, servers, storage, and cloud services. This role combines deep technical expertise with strong leadership, strategic planning, and project management skills. An Infrastructure Lead ensures the technology backbone is robust, secure, and reliable, aligning IT strategy with overall business goals.

KEY RESPONSIBILITIES:

• Technical oversight and management

• System and network administration: Oversee the installation, configuration, and maintenance of all network hardware (routers, switches, firewalls) and servers (physical and virtual).
• Cloud infrastructure: Manage cloud-based infrastructure and services (e.g., AWS, Azure), including migrations, to enhance scalability and flexibility.
• Performance and optimization: Monitor system performance, identify bottlenecks, and implement solutions to ensure optimal performance and high availability.
• Disaster recovery and business continuity: Develop, implement, and regularly test disaster recovery and business continuity plans to ensure systems can be restored quickly in an outage.
• Automation: Use automation tools and scripting (e.g., PowerShell, Python, Terraform) to streamline deployments and manage infrastructure efficiently.

• Team management: Lead, mentor, and provide technical guidance to a team of IT professionals, including network and systems administrators.
• Project management: Plan, execute, and oversee IT infrastructure projects, such as system upgrades, cloud migrations, and new hardware deployments, ensuring they are completed on time and within budget.
• Strategic alignment: Collaborate with management and other departments to ensure IT infrastructure decisions support the organization's strategic objectives and future growth.
• Policy and governance: Develop and enforce IT policies and procedures to maintain consistency, security, and compliance with industry standards like ITIL.

• Cybersecurity: Develop and implement security measures, monitor for threats, and manage security tools like firewalls and intrusion detection systems to protect digital assets.
• Vulnerability management: Identify, document, and manage security vulnerabilities, patches, and updates.
• Regulatory compliance: Ensure the infrastructure adheres to relevant regulations and internal security standards.

• Vendor relations: Manage relationships and negotiate contracts with external vendors, service providers, and technology partners.
• Budgeting: Assist in the preparation and management of the IT infrastructure budget, ensuring cost-effective solutions.

Essential qualifications and skills

• EDUCATION: Bachelor's degree in Computer Science, Information Technology, or a related field is typically required.
• Experience: A minimum of 5+ years of progressive experience in IT infrastructure management, with proven experience in a leadership role.
• Technical expertise: Strong knowledge of network and server architecture, virtualization (VMware, Hyper-V), and cloud technologies (AWS, Azure).
• Relevant certifications: Certifications such as CCNA, CCNP, Microsoft Certified: Azure Solutions Architect Expert, or ITIL are highly beneficial.

SOFT SKILLS: Exceptional communication, problem-solving, analytical, and leadership abilities are critical for success. Familiarity with DevOps: An understanding of DevOps principles and automation is often sought by modern organizations.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee is regularly required to talk and listen. The employee is regularly required to use color vision and work with computerized data. The employee is regularly required to stand, walk, and sit. The employee is occasionally required to lift up to 20 pounds. The employee is regularly required to use normal office tools, equipment and PCs.

WORK ENVIRONMENT: The work environment characteristics described here are typical of those an employee might encounter while performing the essential functions of this job. Work is normally performed in both the office and the shop. The office environment is an interior office with air conditioning. The shop contains mobile equipment, machinery, and high voltages. The shop noise level is variable and may require hearing protection in some areas. The shop is heated when required but many areas are not air conditioned. Some shop processes use high voltage arcs or concentrated magnetic fields. The shop contains open flames and caustic chemicals. Some areas of the shop may be designated as hard hat zones.

HSE RESPONSIBILITIES: Managers/Leaders: All leaders are responsible for creating a positive safety culture and maintaining a safe and healthy workplace. It is the responsibility of each manager to ensure that employees receive regular training regarding health, safety and environmental matters. Each manager is also accountable to ensure that HSE matters are addressed in a timely manner and that compliance with both legislative and corporate requirements are maintained. Leader responsibilities for Health, Safety and Environment include: Demonstrate leadership in Health, Safety and Environment compliance. Hold team members accountable for health, safety and environmental compliance as part of the annual performance review process. Ensure that the requirements of the health, safety and environment management system are implemented and maintained. Carry out hazard assessments, inspections, and audits as required by legislative framework and/or corporate requirements. Ensure that training is provided to all departmental employees as per established training matrix. Implement appropriate corrective measures for unsafe conditions and unsafe acts. Ensure that appropriate equipment, materials and protective devices are provided and maintained in safe condition. Provide information, instruction and supervision to employees. Take every precaution reasonable in the circumstances for the protection of employees.

Why SP Industries Inc.? The three parallelograms in our logo reflect our core company values: People, Process, and Performance. As part of ATS, Scientific Products leverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career. We provide a wide range of innovative and high-quality scientific products that improve people's lives. We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision. We offer 401(K) including company match, Paid Time Off annually + Paid Holidays. You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth.

EEO and Affirmative Action Statement: SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Affirmative Action Plan is available through the HR Department and may be accessed during normal business hours.

Pay Transparency Nondiscrimination Provision: SP 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.