Desktop engineer Jobs in Saint Paul, MN

JOB DESCRIPTION
Responsible for the design, modeling, development and testing of a machine, structure or system. Develops functional requirements. Understands and applies standard engineering principles. Creates simulations and prototypes to evaluate preliminary designs and test how a machine, structure or system operates. Designs and tests components, and integrates components to produce final product. Monitors quality of products and controls the efficiency of processes. Evaluates a design's overall effectiveness, cost, reliability, and safety. Investigates root causes of failures to maintain quality and recommend improvements.

1. Explain what the scope of the work/project is? Project Overview, deliverables (what is this person responsible for). The Engineer III will be part of the Secondary License Renewal (SLR) team, which is currently handling a significant number of items due to the start of the Prairie Island application process and ongoing SLR projects for Monticello. The team has several members with a few years of experience, but it is typically broader and currently down to only three members. The role requires experience with nuclear power and system/technology specifics, rather than just an engineering degree. Understanding the plant operations, materials of construction, and having past licensing experience are crucial. The team is looking to add two more resources.
2. What does a typical day look like? A typical day involves working with external vendors like Westinghouse, verifying adequacy, reviewing site-specific procedures, and ensuring requirements are incorporated into work documents. The role includes compliance and validation of vendor products, finding sources of information, and reaching out to subject matter experts at stations for document sourcing and reviews.
3. What is the size of the group this position will be supporting? Who are some of the key players this person will be working with? The position supports an internal team of five, dedicated to team processes and vendors. There is not a significant need for interfacing upwards. The role may also involve working with project managers.
4. Will this resource support internal (business), or external customers? See above. Will interface both internally and externally.
5. Describe work environment / team culture (supportive/collaborative, teamwork or individual contributor)? Highly collaborative.
6. Can you elaborate on any potential risks or safety considerations associated with this role, particularly if the responsibilities extend beyond a standard desk or office environment? The role includes an environmental piece and may require touring the facility, but no strenuous work is associated.
7. What is the ramp up time/process for this role? Aside from having the required skill set, approximately how long will it take to train on process, procedures/policy? There is extensive documentation in place regarding roles and expectations. The focus will be on teaching the process, with mentorship from senior team members. It is expected to take about one month to become proficient.
8. What are the work hours/shift (standard, evening, full time/part time, OT required, on-call for 24/7 operation)? Core/standard hours apply. No overtime is expected.
Benefits/Perks of the Position Section
1. What makes this position attractive to candidates? Why would a candidate want to work for Energy (i.e., current initiations within company, company size, culture, people, technology/innovation, etc.)? This position offers a dynamic work environment with diverse tasks, significant growth opportunities, and the chance to work on innovative projects. The collaborative team culture, exposure to leadership, flexibility in work arrangements, and access to the latest tools and technologies make it an attractive choice. Additionally, Energy's strong reputation in the energy sector enhances the appeal.
2. What is the likelihood that the position will convert to a permanent opportunity? High likelihood of extension.
Candidate Detail Section
1. What are the top 3-5 skills and qualifications (technology/application/software, etc.) required? Candidates should have 8-12 years of experience with nuclear energy, understanding the strategies and implementation of systems like Fire Protection. Familiarity with SAP, various file sharing software, P6, and document review is essential. The ability to navigate UKG/Workday is also required. Candidates should have a degree in engineering (mechanical, civil, electrical) and understand program management, code compliance, and have an SRO license/certification. Highlighting experience with ASME in-service testing and code compliance is beneficial.
2. What non-technical skills are necessary (i.e., such as communication, problem solving, team player)? Attention to detail, willingness to ask questions, humility, good relationship skills, and cross-functional team experience are important. The candidate should have good "bedside manner" for smooth handoffs between multiple vendor partners.
3. Ideal candidate background and how many years required? The ideal candidate should have a well-rounded background in nuclear operations, program management, and design processes, with 8-12 years of experience.
4. Are there any specific companies you like to see on a candidate's resume? N/A
5. Are there any certifications that the candidate must possess? SRO certification or license is preferred. Involvement in user groups, particularly as a chair, and a Navy nuclear background are beneficial.
6. Are there any preferred or "nice to have" skills? See above.
7. Can you think of any "red flags" on a resume? (Large gaps, previous companies, drastic career changes, job hopping) - Large gaps, drastic career changes, and job hopping are considered red flags. Consistency with the team is important, and gaps are acceptable if they are due to voluntary retirement and the candidate is looking to return to the nuclear industry.
8. Are there any pre-screening questions, such as candidate's previous experience, education, etc., that you would like suppliers to ask of candidates upon submission? See above.
Administrative Section
1. What is the location of the contract assignment (Full time onsite, hybrid - percent of time on site/home or, are you open to fully remote)? If the resource is expected to be onsite, can you confirm if the resource can park on property/in the ramp? The role is mostly at corporate but could involve travel to Prairie Island or Monticello. No travel is required most weeks.
2. Would you consider a non-local candidate if they are willing to relocate for the life of the assignment at their own expense? Yes, non-local candidates willing to relocate at their own expense are considered.
3. Will this position require travel? How often? Where? Is this reimbursable? How? Travel between sites is reimbursed at cost. Minimal travel is expected.
• If per diem, is there a set amount of PD available?
• If expenses, what is the estimated amount for the duration of the role?
• For construction roles:
o Will mobilization and/or demobilization offered? If so, how much?
o Will a travel allowance be offered per rotation?
4. When are you looking to conduct interviews? Could you confirm an interview block for candidates and suppliers to plan for? Interviews are planned for the week of May 5th, possibly extending into the week of May 12th.
• Interview format: In-person, phone, virtual/video? Virtual via Teams.
• Will there be one round of interview or multiple rounds of interviews? One round of interviews.
• Will others be participating in the interview? Panel
o If yes, how many?
• Timeline to provide candidate interview feedback to Magnit? Within 2 weeks of completing all interviews.
5. What is your timeline to fill this position? The position needs to be filled sooner rather than later due to an uptick in work.

EEO:

"Mindlance is an Equal Opportunity Employer and does not discriminate in employment on the basis of - Minority/Gender/Disability/Religion/LGBTQI/Age/Veterans."