[Hiring] Engineering Manager @Workiva Inc.

Role Description

Today, issue management across GRC is fragmented. A finding surfaces in a controls test, an audit, or a risk assessment, and the work to fix it scatters across spreadsheets, email, and disconnected tools. Owners are unclear, deadlines slip quietly, and proving that an issue was actually resolved could mean reconstructing evidence after the fact.

The Issue Management team exists to change that: one system of record for remediation with a consistent lifecycle across GRC solutions. The Engineering Manager is accountable for the health of a delivery pipeline, the growth of the engineers on it, and the quality bar the team holds itself to. You will own the engineering decisions, architecture, and resourcing for a domain where AI-assisted remediation is the north star: issues are triaged, routed, and tracked to closure with intelligence, and every action, decision, and piece of evidence is traceable and defensible to auditors and regulators.

What You’ll Own

• Team & Delivery Leadership
  • Lead a team of engineers, assigning roles and tasks based on team goals and individual growth areas.
  • Own the delivery schedule for your team and communicate risk to group leadership early.
  • Own the issue management lifecycle and the patterns that keep it consistent across all GRC solutions alongside your Product and Design counterparts.
  • Drive development of core issue management capabilities: issue and action plan management, workflow and approvals, notifications and escalation, evidence capture, and the public APIs other solutions and customers build on.
  • Build and maintain the audit trail, history, and evidence infrastructure that make remediation status trustworthy and defensible to auditors.
  • Define and execute product quality strategy in partnership with group leaders and individual contributors.
  • Reinforce Workiva values, principles, product development standards, and agile practices across your squad(s).
• People Leadership
  • Assess and document individual performance accurately, recognizing real contribution and growth, not just output volume.
  • Run regular 1:1s that build trust and surface what’s actually going on, not just status updates.
  • Coach engineers through career development, technical growth, and obstacles, including hard conversations when performance needs to change.
  • Own team health: build a positive, engaged environment and resolve conflict directly rather than letting it fester.
  • Prioritize your reports’ growth deliberately, identifying and creating opportunities that match where they want to go.
  • Participate actively in recruiting, selection, and onboarding of new team members.
• Cross-Functional & Technical Ownership
  • Serve as the engineering voice alongside the Product Manager and UX Lead, shaping domain direction together.
  • Manage collaboration at the seams where upstream solutions integrate into the issue management solution; define those contracts clearly and early.
  • Represent your team’s resourcing needs and priorities to group leadership with clear tradeoffs, not just requests.
  • Partner with group leaders to define and plan team and group objectives.
  • Identify technical risk early and communicate it clearly to leadership, before it becomes a fire.
• AI-Era Engineering Judgment
  • Build toward AI-assisted workflows while maintaining full manual paths for practitioners who need them.
  • Ensure all AI-generated outputs are explainable, auditable, and traceable to source data; a human stays accountable for every decision.
  • Hold the quality bar for AI-generated content to the trust standard required by high-stakes GRC audiences: boards, audit committees, and regulators.
  • Evaluate your team’s output based on judgment and outcomes, not shipped volume, distinguishing genuine skill growth from AI-assisted output that looks productive but isn’t.
  • Ensure your team’s code review and quality gates keep pace with AI-generated code, catching hallucinated logic, subtle errors, and security gaps before they ship.
  • Coach engineers to work effectively with AI while keeping the ability to work and reason without it.

Qualifications

• Bachelor’s degree in a related field with 5+ years of relevant engineering experience, or equivalent experience in lieu of a degree.
• 3+ years directly managing engineers, including supervisory experience of supervisors and/or individual contributors.

Preferred Qualifications

• Demonstrated ability to manage complex projects, set priorities, and meet deadlines in a high-compliance environment.
• A people-first mindset, with real experience in career development, performance coaching, and building team culture.
• Experience with GRC, compliance, audit, or risk management domains or similar high-compliance, high-stakes product domains.
• Experience building shared platform capabilities consumed by multiple product teams.
• Experience with workflow, state-machine, or case-management systems.
• Experience evaluating engineering output in an AI-augmented environment, able to tell the difference between genuine skill growth and AI-assisted volume.
• Strong communicator, comfortable in conflict resolution and facilitating hard discussions.
• Solid grounding in SDLC, computer science fundamentals, data structures, algorithms, and object-oriented design.
• Experience with automated testing or SDLC process improvement.
• Experience in an Agile development environment.

Travel & Working Conditions

• Willingness to travel up to 25% for team and corporate meetings.
• Reliable internet access for remote work, as we support flexible work arrangements.

Benefits

• Salary range in the US: $129,000.00 - $210,000.00.
• A discretionary bonus typically paid annually.
• Restricted Stock Units granted at time of hire.
• 401(k) match and comprehensive employee benefits package.