Process Improvement Manager

4 weeks ago

San Antonio, United States Credit Human Full time

We are seeking a Process Improvement Manager for the Financial Health Centers Department.

This role serves as a change agent and a cross divisional stakeholder liaison. The role is accountable to use Project Management Professional (PMP) methodologies and Adaptive Leadership principles to proactively execute work and negotiate on behalf of the FHC Division Senior Manager and peers in support of approved projects, tasks, and technology enhancements.The incumbent is accountable to proactively pursue process improvements, systems enhancements, and innovative solutions. This role supports the decision-making process by identifying and engaging appropriate stakeholders in dialogue to facilitate collaborative discussions that advance initiatives, minimize rework, and mitigate delays.Success in this role requires the incumbent to maintain an understanding and knowledge of operations, policies, processes, integration points, key stakeholders, capacity constraints and future initiatives.

The essence of the work is to implement systematic change through the investigation and creation of new methods that are intended to enable operational effectiveness to improve beyond the current state.By continuously scanning the internal and external environment for areas of significant change, solutions are generated which solve today's problems with an eye on the future.

If you have project management and leadership experience, you should apply right away

Highlights:

Lead direct reports in the performance of their work to support deliverables, process improvements and service delivery Maintain and manage a continuous improvement/prioritization system Work with peers to move the division through the change curve effectively and efficiently Plan and execute enterprise and division initiatives, projects and technology solutions Ensure operational processes and procedures are in compliance with regulations and business continuity plans Provide direct reports with the appropriate tools and resources to successfully meet stakeholder needs and deliverables

Experience:

Required

3+ years' experience in a leadership capacity directing and developing staff 2+ years project management experience

Preferred

2+ years financial institution experience preferred Change management

Education:

Required

High School Diploma or equivalent

Preferred

Bachelor's degree in business related field or equivalent work experience

Licenses & Certifications:

Required

Project Management (PMP) or equivalent work experience

Skills & Knowledge:

Required

Excellent oral and written communication skills Excellent customer service skills Good organization and prioritization skills Good negotiation skills Relates well to a diverse group of people and can build constructive and effective relationships Practices attentive and active listening Ability to work with minimal supervision

Schedule:

Monday-Friday, 8:30 am-5:30 pm

Level of Work: 3A

Credit Human provides employees with many benefits from insurance coverage to college tuition reimbursement.

To get to know Credit Human and learn more about our benefits, visit our careers page at

www.credithuman.com/careers.

Credit Human conducts employment background checks that may be used for decisions related to employment with Credit Human. Standard background checks performed on final candidates include NCUA Administrative and Prohibited Orders, ChexSystems, past employment verification, criminal history checks on convictions, and outstanding arrest warrants within the past seven years. Degree verifications are conducted if listed on the employment application. Additional background checks relevant to the role may include a motor vehicle registration check, credit check, and/or fingerprint card. Applicants must be currently authorized to work in the United States on a full-time basis.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) #J-18808-Ljbffr

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