Performance Excellence Manager

Job Title

Performance Excellence Manager

Requisition

JR000015254 Performance Excellence Manager (Open)

Location

Hobart, NY

Additional Locations

Job Description Summary

Accountable for delivering Operational improvements by diagnosing, creating future state design, and implementing sustainable improvements. The Performance Excellence Manager is accountable for identifying candidates for training and certification to support ongoing projects. The Manager will collaborate with the site leadership team, production personnel, site performance excellence leaders and other trained/certified resources to ensure that improvement opportunities are identified using diagnostic tools, prioritized, and implemented, based upon business impact, and maintains responsibility for sustaining improvements or efficiencies that have been implemented. The Performance Excellence Manager will provide regular updates on progress, issues, and achievements to site leadership.

Job Description

Year-Over-Year Improvement in Functional Organizational Structure & Capabilities
A. Talent Portfolio that Ensures Achievement of Organizational Objectives: Analyzes the skills and capabilities of the functional area; identifies future workforce requirements; and identifies a means to close any gaps. Ensures processes are in place for unleashing the full potential of others by providing needed resources, coaching, experiences and other support to place the right people in key roles and continuously upgrade their skills and knowledge.
B. Critical Talent Retained: Effectively identifies the positions and people that have the greatest impact on organizational effectiveness. Understands the goals and needs of critical talent and ensures that initiatives are in place to foster retention.
C. Organizational Structure that is “fit for purpose”: Develops an organizational structure that ensures the day-to-day delivery of objectives; supports the retention and development of staff to deliver a high level of services; as well as provides succession and development opportunities for high-potential employees.
D. Functional Area Budgets that Make Appropriate Trade-offs: Facilitates the budgeting process to ensure organizational resources are allocated effectively to the areas of the business that have the greatest impact.
E. Critical Business Decisions: Demonstrates knowledge in how the business works; understands the competition and the organization’s changing priorities; integrates financial data effectively allowing for the resolution of key issues; contributes to appropriate financial strategies and systems to maximize cash flow and limit risk to the organization.
F. Employees Aligned to Vision, Direction and Goals: Aligns priorities with the direction and priorities of the broader organization. Diagnoses whether assigned functional areas are performing at full potential and ensures communication cascades down through the organization. Breaks down organizational silos, bridges communication gaps, and engages the employees they manage so the entire workforce can understand how the company operates and how each person can contribute to the company’s success.
G. Champion Change & Innovation: Ensures an environment that encourages fresh perspectives, innovative, breakthrough ideas and new paradigms that create value in the marketplace. Initiates, sponsors, and implements organizational change.
H. Role Model for Core Values: Through words and actions embodies the company values in his/her day-to-day actions. Defends and upholds the values by ensuring employees understand the behaviors and actions that support them.
Site Hoshin Kanri Strategy Planning
A. Collaborates with site leadership team to identify and assign resources to projects across the site that drive business value.
B. Makes informed decisions based on the business drivers for the manufacturing site and the site strategy.
C. Uses knowledge of Mallinckrodt manufacturing operations and organization, coupled with a sound knowledge of value proposition tools and techniques to identify improvement opportunities.
D. Earns the respect of the leadership team through hands on implementation of improvement opportunities.
E. Interfaces with Change Management SMEs to ensure effective change management across the site and the development of change management skills in OPEX resources.
Efficiency Savings Opportunities Identified
A. Identifies and prioritizes opportunities for improved efficiency, higher yield, waste reduction, etc. that deliver value to the business using diagnostic tools.
B. Creates future state implementation plans and implements sustainable cost savings projects.
C. Manages multiple Performance Excellence projects simultaneously.
D. Ensures adequate resources are identified and assigned to prioritized projects.
E. Collaborates with finance to validate and track business value of projects.
Continuous Improvement Tools Utilized Effectively Across the Site
A. Ensures that Diagnostic, Design, and Implementation tools are consistently utilized to identify and implement improvement projects.
B. Ensures that improvements in efficiency are sustained post-implementation and that continuous improvements targets are in place and achieved.
C. Educates the general site population to develop a basic level of understanding of the Performance Excellence tools and processes, and to instill a mindset and culture towards continuous improvement.
Training Strategy/Methodology
Certified Lean Leaders
Monthly Milestone Achievement Reports
Minimum Requirements
Education:
BA or BS in a technical, operations, or business management discipline
Experience:
Minimum of 7 years in pharmaceutical manufacturing with cGMP requirement
Preferred Skills/Qualifications:
 Lean Six Sigma Certification preferred
 Demonstrated record of delivering transformational operational improvements.
 Exceptional leadership skills with the proven ability to lead and drive change, even in times of uncertainty.
 Strong practitioner in collaboration, inclusion and coaching.
 Strong Communication skills and ability to manage messaging based on audience.
 Strong business acumen including business case development.
 Project Management skills including experience in managing multi-faceted projects across a diverse set of processes and organizations.
 Ability to prioritize business initiatives using data driven diagnostic tools.
 Displays managerial courage.
 Ability to succeed in a matrix organization.
 Aspirational – seeks to drive results beyond requirements.
Other Skills/Competencies:
 Able to effectively teach lean and process improvement techniques; coaches and mentors site personnel in techniques and mindsets.
 Leads by example – highly skilled in root cause analysis and problem solving.
Organizational Relationship/Scope:
 Building Organizational Talent: Anticipates talents, skills and knowledge that will be needed in the organization; seeks out opportunities to grow people’s capabilities to match those needs; improves the results of others by identifying areas of performance strengths and development opportunities, by providing coaching, mentoring or development opportunities, and by providing clear, behaviorally specific feedback to team members and subordinates; creates a learning environment that ensures associates realize their highest potential, allowing the organization as a whole to meet future challenges.
 Communication: Communicates specialized technical knowledge by distilling essential points or concepts needed for understanding; organizes and presents information in a way that enables the team to make a decision; asks tailored, thought-provoking questions that make people really think and discover new ways of thinking and acting; ensures that important information from his/her management is shared with his/her employees and others as appropriate.
 Driving Execution: Sets and maintains high performance standards for self and others that support the organization’s strategic plan and holds self and other team members accountable for achieving results; ensures organizational systems, processes and people are aligned to support strategic objectives; regularly evaluates self and team on goal attainment, processes used to achieve goals, and competitive benchmarks.
 Managing Change: Helps employees develop a clear understanding of what they will need to do differently as a result of changes in the organization; establishes structures and processes to plan and manage the orderly implementation of change; helps individuals and groups manage the anxiety associated with significant change; facilitates groups or teams through the problem-solve and creative-thinking processes leading to the development and implementation of new approaches, systems, structures and methods.
 Managing Vision & Purpose: Communicates a compelling and inspired vision or sense of core purpose; talks beyond today; talks about possibilities; is optimistic; creates mileposts and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizations.
 Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Pay Transparency:

The expected base pay for this position is $120,000.00 - $145,000.00. Please note that base pay offered may vary depending on factors including job-related knowledge, skills and experience. This position is eligible for a bonus in accordance with the terms of the applicable program. Bonuses are awarded at the Company's discretion.

Relocation Assistance will be considered for the ideal candidate.

This position is not eligible for visa sponsorship. Applicants must be authorized to work in the United States without current or future sponsorship needs.