POSITION PURPOSE

The Thermal Engineer is responsible for thermal testing, fundamental modeling, and thermal simulation to address the needs of thermal modeling, innovation, new product development and bid support.

KNOWLEDGE & SKILLS

• Bachelor's Degree in Engineering required.
• Master's Degree in Mechanical Engineering with a strong emphasis in heat & mass transfer, phase change principles, thermodynamics, and fluid mechanics preferred.
• Good scientific and engineering programming skills. Proficient in widely used engineering computation software and programming languages.
• High level of competence with experimental work and manual laboratory testing. Good knowledge of pressure, temperature, and flow measurements. Familiarity with relevant instrumentation, accuracy and its operating principles. Familiarity with data acquisition systems, pumps and fan characteristics is a plus. One or more years’ experience in HVAC and refrigeration testing is a plus.
• Experience in documentation and reporting. Excellent written and verbal communication and presentation skills
• Independently applies theory and principles to engineering practice. Strong analysis and problem-solving ability.
• Inquisitive, self-motivated, dedicated and detail-oriented with excellent follow-through skills.
• Proactive team player. Willing to participate in a team-oriented environment and to collaborate and brainstorm with other team members.

PRINCIPAL ACCOUNTABILITIES

• Accurately interpolate test data and use it to develop theoretical thermal models. Develop performance rating programs and the front-facing selection software.
• Provide thermal engineering expertise and support to New Product Introduction (NPI). Perform or oversee prototype testing and data reduction. Take initiative to evaluate prototype behavior at NPI stage to identify deficiencies and potential for performance enhancement.
• Work in R& D lab on prototype and product platforms concepts to learn, troubleshoot and innovate
• Provide thermal technology sustaining support to existing product lines, including enhancing unit selection software tools and assessing thermal performance for nonstandard unit configurations and installations.
• Innovate to identify opportunities for improving thermal performance through performance concept testing and data analysis. Provide analysis and recommendations on concept behavior and enhancement.
• Perform dynamic thermal airflow simulations.
• Monitor development in the industry pertaining to cooling tower performance, certification, and emerging technical focus areas.
• Represent the organization at the relevant associations by participating in committees, presentations, and product showcases. In this role, co-ordinate the initiatives of the association to align with organizational strategies.

WORKING CONDITIONS

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 of the job. While performing this job, the employee is regularly required to stand and walk up to 40% of the time. This position requires occasional lifting up to 30 pounds and travel both domestic and internationally up to 20% of the time.

BAC Hiring Compensation Range $59, 500 – $102, 000.

BAC offers a comprehensive benefits package to include medical, dental, vision, paid time off, 401k, employee stock ownership plan, and more. Please see additional details on the BAC website at www.Baltimoreaircoil.com.

BAC Employees are eligible to participate in an annual bonus incentive program.

#ZR

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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. 41 CFR 60-1.35(c)