Manager Operations Learning & Improvement

Summary

The 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 Accountabilities

1) 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. 

Export Compliance / EEO Statement

This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).

In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.