CWE Operations Specialist

Position will be an integral part of the CWE Organization and will have responsibility for supporting the delivery of many aspects of the Field Leadership Development Programs and will be required to individually manage delivery and outcomes of specific components of the CWE Program as assigned. This role will report to, and work closely with, the CWE Operations Lead regarding Field Leadership;

specifically related to Foreman, General Foreman, Superintendents, and Field Engineers. The role supports a robust and dynamic development program that seeks to cultivate a strong leadership culture on our projects and retain our top field leadership talent. Roles and responsibilities can rapidly change based on corporate initiatives and the candidate should be prepared to make directional shifts as needed to support project and company objectives.

The candidate should have ability to support multiple programs simultaneously. This role is highly visible within the company and requires versatile communication abilities to address all levels of personnel and management.

Interfaces

• Maintains working and active relationship with Bechtel Construction and CWE Management team in creating, coordinating, and facilitating all CWE programs
• Maintains working and active relationship with Project Management teams
• Maintains contact with appropriate levels of Bechtel organization, including business unit, service organization, office
• Maintains working contact with site IR/LR manager and recruiters under the direction of the COL

Workface Resource (WFR)

• WFR is the CWEO Specialist (COS) assigned to a project area as a strategic workface partner
• Tasked with building relationships to gain intimate knowledge of the productivity constraints impacting performance at the workface
• The key role of the WFR is supporting effective functioning of the Workface Leadership
• Embrace the role of a coach and guide in problem solving. WFR’s do not simply solve problems in the field
• Scheduling of participants in various aspects of the Field Leadership Development Programs
• Maintains metrics from CWEO programs, analyze data and report to management
• Responsible for all coordination related to conducting the CWEO programs on project
• Interface with Site Management and responsible parties for identification of participants
• Conducts Performance Verifications, and support of linking activities on project
• Responsible for the delivery of High Performance Leaders (HPL) on the project site utilizing a discovery learning method

Performance Analysis

• Implement productivity engagement cycle according to program guidelines and compile activity analysis data in a clear manner, ensuring accuracy
• Summarize findings, trends, and solutions in easy-to-read report summary
• Represent data analysis accurately and effectively to management/client sponsors with result of influencing effective performance at the workface
• Apply problem solving and Six Sigma techniques for root cause analysis of constraints impacting the workface, identified through activity sampling findings and trends
• Recommend / promote solutions based on conditions (employee/site and process/behavior factors) and reasons a workface constraint exists
• Document summary of proposed solutions on the action items list for regular review with management according to execution plan

Coach

• Learn, understand, and demonstrate core competency in the industry standards for development coaching
• Implement Field Leadership Assessments and facilitate all stages of the FLA process, if applicable, on project

• Problem solve independently and within a team context and propose solutions
• Understand the various communication styles and preferences of the audience and adjust the message as needed for obvious interpretation
• Recognize, understand, and manage own emotions and can recognize, understand, and influence the emotions of others
• The ability to manage and/or adjust emotions to adapt to multiple environments
• Support overall business goals of the company to directly influence various outcomes, deliverables, and actions
• Build an inclusive environment where thoughts, ideas and disagreements are encouraged and generated by others to foster greater innovation and problem solving for business success
• Facilitate leadership training workshops and possess a visible foundation for leading experiential learning

• Identify and build development opportunities of applicable leadership resources and modules for gap closure that engages the audience and leads to leadership behavior change
• Candidate should model, as well as have ability to coach and mentor employees through leadership and supervisor development
• Candidate should be able to identify, evaluate and recommend qualified field leadership for talent pools, promotions, and transitions between projects

• Requires bachelor's degree (or international equivalent) and 2-5 years of relevant experience or 6-9 years of relevant work…