Posted on: 09-17-2015
Position Title: Manager Workforce Planning & Process Improvement
Job Location: Parsippany, NJ
Contact: Dianne.bevacqua@tiffany.com

Position Title:

Manager, Workforce Planning & Process Improvement

Department:

Distribution

Date: August, 2015
Reports To: Group Director, RSC Cost Center:
Submitted By: Patricia O’Rourke Submitter’s Title: Group Director, RSC Comp dept use only
Phone Number: 7405 Location: PY Job code:

 

Position OverviewProvide a brief outline of the purpose of the position.   Consider how the position supports the overall goals of Tiffany & Co.
The Manager of Workforce Management and Process Improvement works to develop and forecast schedules, oversees the waving functionality, oversees and manages the reporting function for the assigned work groups. The Manager also is responsible for process design and improvement, productivity measures, and facility health metrics. Charged with seeking and developing opportunities to increase efficiencies and reduce overall costs. Finally, they are responsible establishing best practices for distribution processes.

 

Key Accountabilities Provide a description of the key accountabilities that the position is responsible for. Estimate the percentage of time to be spent on each accountability, totaling to 100%. Indicate whether each accountability is critical or necessary.
Key Accountabilities % of Time
Importance
Workforce Planning & AnalysisResponsible for the overall development & maintenance of production planning and staff allocation tools, including the Labor Management System, Engineering Standards, and other inputs. Guide the team on the creation of executable forecasts and schedules based capacity & volume as well as the recommended required hours/staffing. Monitor overtime and other staffing/execution performance against the financial plan. Develop and execute KPIs in partnership with Corporate that guide business direction,   process & efficiency, etc.

 

 25 CriticalNecessary
Process ImprovementCoordinate Lean initiatives including Kaizen events, 6S, Value Stream Mapping, and other process improvement projects at the facility level. Support the use of DMAIC and Lean tools and methodologies within the organization through the development of expertise in tools and coaching team members.   Lead team to conduct analysis as required to support conclusions and monitor the overall health of the facility.

 

 25 CriticalNecessary
Project ManagementRepresent the operation on special projects impacting people, process, or system.  Responsible for full life cycle project management, including research, analysis & assessment, recommendations, and implementation.   Partner with key internal stakeholders to provide a continuous feedback loop. Ensure business objectives, operational goals, and financial targets are met through project related transitions

 

 25 CriticalNecessary
LeadershipEnsure staff is trained and developed to succeed in their job responsibilities. This includes providing employees with ongoing feedback, coaching, and training to support their activities long term. Utilize network to accomplish business goals and develop consensus among stakeholders and staff.

 

 25 CriticalNecessary
CriticalNecessary

 

Performance Measures
Identify any metrics or indicators used to measure performance in this role (e.g., % of sales plan, units handled per hour, safety incident rate) RSC turn time and Cost Per Unit

 

Tiffany CompetenciesIndicate the level of importance of each Tiffany Competency, as required for this position.
Factor CompetencyFor definitions, see website   Essential Very Important Important Relevant Less Relevant
Credibility Demonstrates Character
Displays Professionalism
Models Agility
Expertise         & Judgment Demonstrates Expertise & Business Acumen
Applies Judgment
Takes Calculated Risks
Strategy         & Innovation Thinks Strategically
Inspires Creativity
Plans and Organizes
Partnership Collaborates Productively
Manages & Cultivates Talent
Communicates with Impact
Execution Strives for Excellence
Delivers Results
Measures Outcomes

 

Scope of Role
Financial ResponsibilityIndicate the financial responsibilities and/or the annual budget / estimated revenue that the position will manage
Management ScopeIndicate the number of direct, indirect and dotted-line reports that the position will manage # Direct:# Indirect:

# Dotted-line:
Functional ScopeSelect the applicable functional scope from the list and provide additional detail as applicable Detail:

RSC Departments, CFC, Merchandising, Retail
Geographic ScopeSelect the applicable geographic scope from the list and provide additional detail as applicable Detail:Retail Service Center
Key Business PartnersIdentify the positions or departments that are key business partners for this position

 

Required and Preferred QualificationsSpecify the number of years of job-related experience; type of degree, certification, licenses and any specific technical skills that are required or preferred. Indicate any specific attendance requirements (e.g. evenings and weekends).
Required Qualifications: • Bachelors degree required in specialized field such as Supply Chain/Logistics, Finance, Data Analytics, Industrial Engineering, Business, or Management.• 5-7 years mangement experience in a manufacturing or distribution environment with 3-4 years experience in production and resource planning

• Lean/Six Sigma and/or Project Management (PMP, CPM) certification

• Strong communication skills with the ability to gain consensus and influence change

• Adept at building and leveraging relationships across functional and personnel levels

• Excellent PC skills and proficiency with Microsoft applications
Preferred Qualifications: • Experience in a Retail, Pharma, or a CPG multi-national company, particularly within logistics, operations, or finance• Demonstrated process improvement results of a fiscal, lead time, or business process nature

• Experience with Manhattan Associates suite of WMS applications and Labor Management products, or comparable vendor

 

Health & Safety Requirements – Select the requirements from the items listed below (U.S. Only)These are requirements as the position is typically performed. All requirements are within Tiffany & Co. guidelines for health and safety standards. Inability to meet one or more of these requirements will not automatically disqualify a candidate or employee from the position. Upon request for a reasonable accommodation, Tiffany & Co. may be able to adjust or excuse one or more of these requirements, depending on the requirement, the key accountability to which it relates, and the proposed accommodation.

 

Physical Requirements

Vision Pushing/Pulling (specify) Standing/walking (specify)
Color perception (Red,                                                   Green, Amber) Bending (specify) Sitting (specify)
Clear Speech Climbing (specify) Kneeling (specify)
Hearing/Listening Crouching/stooping (specify) Work at heights (specify)
TouchingDexterity Hand

Finger

 Lifting/lowering weight (specify)1-15 lbs     15-30 lbs

30 -50 lbs over 50 lbs

 Ability to move within and between warehouses/offices (specify)
Repetitive MotionHand/wrist

Elbow/shoulder

 Carrying (specify) Ability to mount /dismount forklift/truck (i thought about this and realized that it must be specified)
Reaching (specify) Twisting (specify) Drivinglocal   long distance

 

Cognitive Requirements

Reading – SimpleReading – Complex Writing – SimpleWriting – Complex Math Skills – SimpleMath Skills – Complex

 

Work Environment

Verbal contact w/othersFace-to-face contact Shift work (specify)Overtime (specify) Heat (100+)Cold (0 -) Noise
Works aloneWorks with others InsideOutside Fumes/odors High Places
Travel (specify) Hazardous Materials Dirt/Dust  

 

Approval §  This form must be reviewed and approved by a Manager or above.

§  Once this form has been completed and approved, submit a copy to Human Resources.
Approved by:Name:

Position:

 Date:

 

Job Description Disclaimer: The statements included in this document are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all personnel so classified.