Igt Operations Manager

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• 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.
• Coach/Mentor/Manager—formally and informally develops others and contributes to talent factory strategy; provides direction, review, reassurance, encouragement, challenge, recognition on an individual basis; promotes growth and development in associates; inspires risk; continually assesses and reassesses talent and fit to role based on individual and collective performance.

• Manage production flow from beginning to end.
• Participate as lead staff member responsible for operations and performance.
• Provide overall leadership and direction to direct reports responsible for all aspects of manufacturing.
• Lead multi-discipled plant teams in meeting to establish monthly forecasts, as well as all associated business metrics (net margin, revenue, LU, scrap, etc.), from a continuous improvement…