While I'm tempted to close this question as an opinion poll, I think it can be retconned to properly focus on the roles and responsibilities of a project management position. This also leads to a very simple answer:
- Titles are a communications tool, but have little intrinsic meaning.
- What you're asking for is a Technical Project Manager.
Role "Requirements" Aren't Responsibilities
Your fundamental issue is that you have failed to clearly identify the scope of the role, the responsibilities of the role, and the deliverables for the role. A job title should never focus on qualifications, it should be a form of shorthand to describe what the role is supposed to accomplish.
In your laundry list of requirements, you have actually listed only two actual responsibilities:
- Manage several Business Systems' Web, Database and Cloud Projects
- Cross-Functional Communication (Technical/Dev. Teams and Operations)
You are tasking this person with managing a series of technical projects, and making them responsible for inter-team communications. Because you'd like this person to be technically-literate in addition to performing the responsibilities listed above, Technical Project Manager would seem to be a reasonable shorthand description that would clearly communicate the scope of the role.
Consult Your Management Team and Your HR Department
Spooning around titles in a vacuum is generally a bad idea. If your company has historically called the role outlined above "The Powerless Junior Assistant in Charge of Pointless Updates," then that's what you should call it, too. The title needs to convey scope within a company-centric way, so don't wander off the reservation when inventing new titles.
Secondly, it seems like you're really trying to write a job description or a help-wanted ad, rather than simply identify the correct title for the job. If such is the case, you need to involved the appropriate professionals at your organization to help you:
- Write a clearer job description, with a better focus on roles and responsibilities rather than on skills or job history.
- Identify the appropriate company as used by your company internally.
- Identify an appropriate job title that would attract the type of candidate you need.
While writing job descriptions, want ads, and the recruiting process itself are all outside the scope of acceptable topics on PMSE, the understanding of how to engage the correct company resources to initiate or staff a project is certainly within bounds. In my experience, when you focus on a job's core responsibilities, the job title will largely write itself.