Site Reliability Engineer III
About this opportunity
Career Category
Engineering
Job Description
Position Overview
The GCF5 Site Reliability Engineer is the senior technical leader for the HPC Enablement pillar. They define and socialize operational standards and patterns, lead multi-team delivery, mentor GCF4 engineers, and translate researcher needs into scalable compute enablement designs. They own pillar-level reliability, performance, cost efficiency, and SLA/SLO outcomes, and influence cross-team engineering quality.
This role reports to the GCF7 leader and partners closely with peer GCF5 domain leads across SCIP to ensure cohesive, scalable platform evolution.
Core Responsibilities
Own the compute reliability and enablement roadmap within SCIP.
Define onboarding playbooks and golden paths for HPC workloads.
Establish containerization and reproducible runtime standards.
Optimize scheduler configuration and resource allocation policies.
Conduct workload profiling and performance tuning.
Define and manage SLOs, reliability standards, and operational guardrails.
Lead incident response and reduce recurring failures.
Mentor engineers and elevate reliability practices.
Partner with scientific teams to translate compute requirements into scalable infrastructure patterns.
Core Competencies
Deep expertise in HPC Enablement (HPC) with evidence of standard‑setting and reuse.
Systems design at scale (HPC); performance, security, and observability fundamentals.
Product/engineering thinking: road mapping, prioritization, and outcome‑oriented delivery.
Stakeholder influence across science, engineering, and governance forums; crisp written/verbal communication.
Core Success Measures
HPC job success rate improvement.
Reduction in MTTR for compute incidents.
Performance improvements relative to baseline.
Time-to-onboard new scientific workloads.
Improvement in cost-per-compute-hour efficiency.
Reduction in operational toil via automation.
Key Relationships
Collaborates with GCF6 Group Lead and cross‑functional leaders (R&D/PD/Dev).
Mentors and develops GCF4 Data and Software Engineers, partners with platform, data, ML, and research teams.
Interfaces with governance (architecture, security, compliance) and vendor/partner teams.
Decision Authority
Approve designs within the pillar; define and waive standards/patterns with rationale.
Recommend buy‑vs‑build; commit pillar resources to meet SLAs/SLOs; escalate risks.
Prioritize pillar backlog and roadmap in alignment with strategy and OKRs.
Qualifications
Basic Qualifications:
BS+8 / MS+6 / PhD in CS/Engineering/Data disciplines.
Demonstrated production delivery experience in HPC at scale.
Demonstrated literacy in a relevant scientific domain (e.g., biology, chemistry, therapeutic discovery).
Preferred Qualifications:
Depth in HPC Enablement (HPC).
Kubernetes and continuous integration/continuous delivery (CI/CD) at scale; observability, performance tuning, and security-by-design.
Evidence of standard‑setting and cross‑team influence; mentoring experience.
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Job details
How this role compares
Computed from every other active Information Technology role in our database, not just this employer's listings.
We currently track 1097 comparable Information Technology roles across 55 biopharma companies.
Salary context
143 of 1097 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 1097 comparable roles
+ 23 more countries
Seniority mix
612 of 1097 peers have a known seniority level
Therapeutic area mix
1 of 1097 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
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.
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.