FedEx Freight

Compensation

Full Description

POSITION OVERVIEW: Lead the vision, strategy, and roadmap for FedEx Freight’s operational IT systems. Ensure mission critical applications operate reliably, scale effectively, and continuously evolve to support a fast moving transportation network. ESSENTIAL JOB DUTIES/RESPONSIBILITIES: 1. Manage, mentor, and develop a high-performing application development team, fostering growth and continuous improvement 2. Oversee build versus buy decisions and direct strong development teams responsible for designing, building, and supporting applications that power freight operations across the enterprise. 3. Ensure these systems are modernized, integrated, secure, and highly available to enable efficient operations, accurate reporting, and long term business scalability. 4. Define and execute the product vision, strategy, and roadmap for operational systems, ensuring alignment with business, compliance, and operational priorities 5. Prioritize features and enhancements based on business value, requirements, and scalability needs. 6. Partner with architects, engineers, and business leaders to deliver solutions that are secure, scalable, and aligned with enterprise architecture standards. 7. Monitor system adoption, performance, and operational metrics to inform product decisions and drive continuous improvements. 8. Serve as the primary point of contact for operational systems, coordinating with internal teams and external vendors on dependencies, sequencing, and release planning. 9. Communicate roadmap updates, modernization progress, risks, and trade offs to business and executive stakeholders. 10. Comply with all applicable laws/regulations, as well as company policies/procedures. 11. Perform other duties as assigned. Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. Pay Transparency: The compensation listed reflects the pay range or rate of pay reasonably expected for this posted position at the posted location(s). If this opportunity includes multiple job levels, the pay information represents the minimum and maximum range for all levels. Actual pay is determined by job-related factors permitted by law and relevant to the position, such as experience, tenure, market level, pay at the location for this job, performance, schedule, and work assignment. Eligible employees offered health, vision, and dental insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, 2 weeks paid parental leave, paid bereavement, employee discounts, 6.67–13.34 hours vacation per month based on service time, 8 paid holidays. Pay Range: $116,600.00 - $204,050.00 per year Colorado Pay Ranges: Colorado Springs, Grand Junction $116,600 - $204,050; Henderson, Mead $116,600 - $204,050; Gypsum $116,600 - $204,050 Illinois Pay Ranges: Effingham, Kankakee, Lincoln, Quincy, Rockford, Aurora $116,600 - $204,050; Bolingbrook, Chicago Heights, Des Plaines, Elmhurst, Forest View, Joliet, Schaumburg, Summit-Argo, Zion, Buffalo $116,600 - $204,050 New York Pay Ranges: Plattsburgh, Buffalo, Watertown, North Chili, East Syracuse, Nichols $116,600 - $204,050; Bethpage, Montgomery, West Babylon $116,600 - $204,050 New Jersey Job Postings: This compensation range is a reasonable estimate of the current starting pay range in NJ. If this opportunity includes multiple job levels, the range is a reasonable estimate of the current starting salary for the lowest level to the current starting salary of the highest level. Actual starting pay is determined by experience relative to the job, market level, specific location and other job-related factors permitted by law. Regular full & part-time employees (who complete 91 days of employment and work a minimum average of 12 hours per week) are eligible to enroll in medical, dental, and/or vision coverage, tuition reimbursement. Full/part-time employees who are age 21 are eligible for 401(k) after one month of employment. QUALIFICATIONS: • Bachelor’s degree in business, finance, computer science, information systems, or related • Five (5) years of experience in product management or enterprise system ownership, preferably in operations domains. • Demonstrated experience designing, building, and managing highly available operational systems. • Strong understanding of integration patterns, including third party solution integration, • Understanding of governance and compliance requirements, and audit readiness standards • Experience framing trade-offs between customization, integration, release cycles, and system standardization • Strong written and verbal communication skills • Strategic and analytical thinking to define product direction and evaluate opportunities for system improvement • Problem-solving and prioritization skills to manage complex integrations and modernization trade-offs JOB CONDITIONS: • Some travel required Preferred Qualifications: Pay Transparency: Posting Date: 02/17/26. Will remain posted 60 days (unless filled/canceled sooner). Current FedEx employees apply at enterprisecareers.fedex.com. Others apply at careers.fedex.com. Pay: Additional Details: While this is a remote position, the successful candidate must reside within 50 miles of a FedEx Freight location within the continental U.S. FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. • Know Your Rights • Pay Transparency If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.