SummaryThe Manager Operational Learning and Improvement leads enterprise-wide development, implementation, and continuous improvement of Operational Excellence programs, including Lean Continuous Improvement, the Corrective Action Program (CAP), and Human and Organizational Performance (HOP). This position partners with business leaders to integrate these programs into daily operations, strengthen organizational learning, improve safety, reliability, operational performance, and establish a culture of continuous improvement, accountability, and human performance excellence. The Manager also provides program governance, analyzes performance and operational trends, leads improvement initiatives, and develops a high-performing team responsible for delivering sustainable organizational improvements.
Minimum Requirements- BA/BS degree in Engineering, Science or Business and eight (8) years of applicable process/continuous improvement
- OR Associates degree with ten (10) years directly related applicable process/continuous improvement
- Or an equivalent combination of education and experience.
- Three (3) years previous leadership experience required
Preferred Special Skills, Knowledge or Qualifications:- Training experience and strong familiarity with Human and Organizational Performance principles and philosophy; Lean Six Sigma; Corrective Action Program governance; and event analysis and investigation tools, including Learning Teams and Cause Analysis.
Major Accountabilities1) Manage the development, implementation, integration, and continuous improvement of enterprise-wide Lean, CAP, HOP, and Operational Excellence programs supporting safety, reliability, operational performance, and organizational effectiveness.
2) Partner with business unit leadership to integrate Lean, CAP, and HOP principles, tools, and practices into day-to-day operations and provide strategic guidance on continuous improvement, corrective action management, organizational effectiveness, and human performance.
3) Establish and maintain policies, standards, procedures, governance processes, business plans, performance measures, and annual objectives necessary to support effective and sustainable Operational Excellence programs.
4) Lead the planning, prioritization, and execution of continuous improvement initiatives using Lean methodologies such as value stream mapping, kaizen events, A3 problem solving, standard work, visual management, and waste elimination.
5) Provide governance and oversight of the Corrective Action Program to ensure issues are identified, evaluated, prioritized, investigated, corrected, monitored for effectiveness, and resolved in a manner that prevents recurrence.
6) Lead the implementation of root cause analysis, event investigation, learning teams, event reviews, and Human and Organizational Performance practices to reduce human error, strengthen organizational learning, and improve operational resilience.
7) Analyze operational data, event trends, assessment results, corrective action performance, and program metrics to identify systemic issues, measure program effectiveness, recommend improvements, and report results to leadership.
8) Develop and deliver training, coaching, facilitation, and workforce development programs that build organizational capability in Lean, CAP, HOP, problem solving, and continuous improvement principles and practices.
9) Staff, lead, develop, and motivate a high-performing team while building partnerships across Operations, Maintenance, Engineering, Environmental, Safety, Training, legal counsel, regulatory agencies, industry organizations, and other stakeholders to advance Operational Excellence objectives and incorporate industry best practices.
Hybrid: Employees in hybrid roles work both in their home offices (virtually) and alongside their colleagues (in person).
In order for employees to build strong relationships and to promote meaningful in-person interactions, hybrid employees are expected to work about 40% of their time in-person at an APS or other (non-home office) location.
- Employees are expected to reside in Arizona (or New Mexico for Four Corners-based employees).
- Working from a home office requires adequate technology and an appropriate ergonomic set up.
- Role types are subject to change based on business need.
