Human Performance Improvement Program Manager

Are you ready to join an organization where we focus on People First, have fun at work and make a difference in what we do?

Dairyland is proud of our People First culture centered around appreciation, celebrating wins and collaboration. We’ve worked hard to ensure alignment between our culture and our processes and systems, learning and development and rewards and recognition programs.

As a team, we work together to leverage the team’s diverse perspectives, ideas and experiences to deliver nothing less than the best. We are collaborative, transparent and committed to our People and their work experience, growth and professional development.

Hiring Salary Range: $102,400 - $153,600

Compensation is determined by a combination of factors, including but not limited to education, work experience, and certifications. The actual offer may vary, reflecting the candidate's unique blend of experience, educational background, and skill level.

PURPOSE:  Serve as a senior Human Performance Improvement (HPI) professional and technical resource to the Manager, Organizational Effectiveness. Independently administer, evaluate, and improve assigned programs, integrating causal analysis, corrective action, operating experience, observations, trending, assessments, and human performance training to strengthen individual and organizational performance. Develop program standards, methodologies, measures, and improvement recommendations consistent with departmental direction and organizational objectives. Provide technical guidance on complex performance issues, coordinate cross-functional improvement initiatives, and build employee and leader capability through training, coaching, and practical application of industry methods.

ESSENTIAL JOB FUNCTIONS:

• Independently lead, administer, and oversee assigned Organizational Effectiveness programs, ensuring effectiveness, consistency, and alignment with organizational objectives.

• Integrate Human Performance Improvement (HPI) principles and methodologies across causal analysis, corrective action, operating experience, observations, trending, assessments, and human performance training to support a coordinated approach to performance improvement.

• Develop and maintain program strategies, standards, methodologies, performance expectations, and continuous improvement priorities. Identify program needs, recommend direction, and manage implementation with minimal management guidance.
• Provide technical guidance to the Manager, Organizational Effectiveness and organizational leaders on difficult and sometimes complex performance improvement issues within assigned program areas. Develop practical recommendations based on evidence, prior experience and analysis.
• Evaluate program health and organizational performance through data, trends, assessments, operating experience, observations, and performance indicators. Identify emerging risks and recommend appropriate organizational actions.

• Establish and maintain program performance measures, reporting methods, and evaluation criteria. Communicate program health, trends, risks, and improvement effectiveness to leadership.

• Lead causal analyses, investigations, and evaluations involving difficult and sometimes complex performance issues within assigned program scope.. Examine human performance, work conditions, organizational contributors, and the effectiveness of controls to identify causes and improvement opportunities.  Engage management on significant risks, resource needs and decisions outside assigned authority.

• Provide technical oversight and quality review of causal analyses, corrective actions, and effectiveness reviews. Ensure conclusions are supported by evidence, actions address identified causes, and evaluations verify sustained improvement.

• Lead assigned cross-functional performance improvement initiatives and facilitate alignment among leaders, subject matter experts, employees, and other stakeholders.  Coordinate implementation within established priorities and assigned authority, engaging management when changes require approval or additional resources.

• Develop, evaluate, and maintain Organizational Effectiveness procedures, standards, methodologies, guidance, tools, and program documentation grounded in HPI principles.

• Lead industry benchmarking and engagement with peer organizations. Evaluate emerging HPI, Human and Organizational Performance (HOP), and continuous improvement practices .  Recommend applicable methods and incorporate approved changes into assigned programs.

• Develop and deliver role-based HPI training, reports, presentations, and communications. Support practical application of human performance methods in daily work and leadership practices.

• Lead organizational assessments, self-assessments, audits, and peer reviews. Translate results into prioritized improvement actions and evaluate implementation and effectiveness of approved actions.

• Coach and mentor employees, leaders, and Organizational Effectiveness staff in HPI methodologies, program management, causal analysis, and performance improvement practices.  Provide guidance and review work products to build organizational capability and independent judgment.

• Anticipate and resolve program and technical issues within assigned authority. Engage management on significant risks, resource needs, and decisions requiring management approval.

• Perform other duties as assigned.

MINIMUM QUALIFICATIONS:

Education & Experience:  Bachelor’s degree from an accredited college or university in a related technical, human factors, organizational, or business discipline is required. Five or more years of progressively responsible experience applying Human Performance Improvement (HPI) or comparable Human and Organizational Performance (HOP) principles and methodologies in electric utilities or similar complex, high-hazard operating environments required.

Experience must demonstrate broad knowledge of integrated performance improvement programs, independent program leadership, and the ability to provide technical guidance to management with minimal direction. Formal professional training in HPI or comparable HOP methodologies is preferred. Equivalent combinations of education and experience will be considered.

Skills:

• Advanced applied knowledge of Human Performance Improvement (HPI) principles and methodologies, including human capabilities and limitations, error precursors, organizational contributors, and the effectiveness of controls and barriers.

• Broad technical knowledge of causal analysis, corrective action, operating experience, observations, trending, assessments, and human performance training, with the ability to integrate these activities and independently lead assigned programs.

• Ability to serve as a senior technical resource to management, evaluate complex performance issues, and provide practical recommendations with minimal direction.

• Strong analytical and problem-solving skills, including the ability to evaluate evidence, identify organizational trends and performance gaps, assess significance and risk, and develop effective improvements.

• Ability to develop and maintain strategies, standards, performance expectations, measures, and continuous improvement priorities for assigned programs, consistent with departmental direction and organizational objectives.

• Ability to exercise independent judgment, anticipate emerging issues, resolve technical problems, and recognize decisions requiring management involvement.

• Advanced organizational and time-management skills, with the ability to independently manage multiple priorities, assigned initiatives within established departmental priorities and available resources.

• Advanced written, verbal, facilitation, and presentation skills, with the ability to communicate complex concepts clearly and effectively advise employees, leaders, and external stakeholders.

• Ability to build effective cross-functional relationships, influence without formal authority, and facilitate alignment and adoption of improved policies, practices and procedures.

• Ability to develop and evaluate professional and technical materials, including procedures, standards, analyses, reports, and practical training.

• Ability to coach, mentor, and develop employees, leaders, and Organizational Effectiveness staff in the practical application of HPI and performance improvement methodologies including providing guidance and reviewing work products.

• Commitment to maintaining and advancing professional expertise through industry engagement, benchmarking, technical training, and continuing education.

Licenses and Certifications: Valid driver’s license.

Physical Demands: 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. While performing the duties of this job, the employee is regularly required to communicate in person or in writing and is regularly required to talk and hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Reasonable accommodations may be made to enable individuals with disability to perform essential functions.

BENEFITS:

We are committed to providing our greatest asset, our People, with as many perks and benefits as possible. Some benefits of working with us include:

• Health & disability benefits (medical, dental, vision, short & long-term disability)
• Life insurance
• Generous 401(k) and Pension Plans
• Paid Time Off
• Robust Wellness Program
• New Flexible Work Program
• Tuition Reimbursement
• So much more!

Dairyland Power Cooperative is an equal opportunity employer. All applicants will be considered for employment without attention to race, age, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

If you are an individual with disabilities who needs accommodation or you are having difficulty using our website to apply for employment, contact our HR Department at 608-788-4000.