Operations Manager
Haddam, CT

Manage overall operations and is responsible for the effective and successful management of labor, productivity, quality control and safety measures as established and set for the Haddam Plant.

• Coordination -aligns activities, resources and people to set and achieve forecasts; solicits contributions from various parts of the business to ensure processes are clear and systems function at optimal levels.
  
• Talent resourcing -deploys talent, aligning to roles and tasks; provides coaching and mentoring alongside day-to-day supervision and evaluation at scale; revisits and realigns as necessary to provide developmental experiences or production efficiencies; recognizes and celebrates performance; considers succession prospects in each talent-oriented decision toward overall Talent Factory strategy.
  
• Talent advocate -coaches, and mentors to develop talent; prioritizes investment in people as the best means to achieving meaningful and measurable outcomes.
  
• Structured execution -executes against product criteria and within outlined processes; instills pride of ownership toward quality and metrics; provides accountability.
  
• Informal authority -collaborates and leads across the enterprise both horizontally and up the chain of command; owns processes not of their own creation-strengthens those through continuous improvement and consistent feedback; provides key input to other senior leaders and shapes performance culture.
  
• System Influencer -gains buy in from other leaders to create scalable actions and results; asks “why” and “why not;” employs a broad perspective to make local level interventions; monitors data points and key qualitative inputs, acting to avoid or solve problems; challenges reactionary focus and silos; requests and initiates accountabilities throughout system.
  
• Culture curator -prioritizes and champions safety; understands customer perspectives and educates others; accordingly, enables collaboration and ease with which people can ask for help; fosters engagement and ownership at every level.
  
• Proactive and direct -communicates transparently and regularly throughout the system; understands and explains the “why” behind decisions; interprets and translates senior and corporate level action, shaping toward local level performance and outcomes; questions status quo and provides informed viewpoints.
  
• Enterprise perspective -recognizes impact of output and effort on enterprise; understands corporate and public company dynamic and how it influences operation; grows knowledge of other functional areas and factors that affect them, anticipating and reacting accordingly and at scale; employs a strategic perspective to enable operational excellence.
  
• Consultative -asks questions and listens well; provides quantitative and qualitative input that enables better decision making in other areas of the enterprise; advocates for best practices and continuous improvement; insists on accountability, clarity and agreement.
  
• Performance and analytical rigor -monitors key performance metrics and drives directly and indirectly; conducts regular reviews, revising approaches as necessary; makes decisions through the filter of increased performance; employs multiple perspectives on quantitative information, positioning where necessary to motivate, inspire and redress.
  
• Drive -never satisfied; creative with approaches to improve; resists complacency, identifying and contesting it within the production environment.