About this opportunity
What we offer:
OKR (Objectives and Key Results) set up and realization
目标设定（ OKR ）及实现
Regular Project status review, stick to the project schedule strictly and be highly aware of the cost and time allocated to controls job
定期项目状态检查，严格监控项目进度及项目成本（电控工时，费用等）
l CAPEX plan
CAPEX 计划制定和实施
Ensure Team Growth and training
确保团队成长及培训
Encourage the team to take challenge, innovation and change
l 鼓励团队用于接受挑战，敢于创新和拥抱改变
Resource Plan and Utilization
资源计划及团队利用率的追踪及跟新
Workload analysis and action plan to take
团队工作负荷分析及对应计划制定
Continuously improve the design/commissioning/system integration process, and related tools & documents for team
持续改进设计 / 调试、系统集成团队的工作流程及相应的工具及文档
Continuously improve the team’s work capability, quality, efficiency
持续改进团队的工作能力，质量和效率
Set up & maintain the knowledge base, lessens-learned of CE engineering
建立和维护电控工程知识库及经验库 Optimize and monitor the work process of the whole team
优化及评估团队工作的流程
Provide systematic consulting, advice to team members and cross-function team
为团队及其他部门提供系统化的咨询及建议
Project Technical Review with solution development, sales etc.
参与销售，售前等的项目技术澄清会
Be member or leader of internal Lean Project
内部改善项目的团队成员或者团队主导
Tasks and Qualifications:
Other tasks assigned by supervisor.
其他主管分配的任务。
Job details
How this role compares
Computed from every other active Controls Engineering role in our database, not just this employer's listings.
We currently track 35 comparable Manager Controls Engineering roles across 6 employers.
Salary context
6 of 35 peers report a salary range (USD, annualized)
Peers share this role's job function and a matching or adjacent seniority level -- not necessarily the same therapeutic area or country.
Where these roles are based
Top locations among the 35 comparable roles
Seniority mix
35 of 35 peers have a known seniority level
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
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How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.