This is a new and unique position leading a team of 13 coaches on the 777 program, partnering with HR and Employee Involvement (EI) to help develop 777 manufacturing managers.
Requisition Number: 12-1015187
Location Everett, WA
visit www.boeing.com for more info
Business Unit Commercial Airplanes
Division Human Resources
Program Airplane Programs Hr
Occupation Title Human Resources
Skills Management Title Learning Strategy/Partnering
Job Classification FA16MK
Experience Level First Level Manager
Job Type Management
Exemption Status Management
Union No
Security Clearance Required?
No Security Clearance Required
Work Eligibility Required? Yes
Is a US Person required to do this job? Yes
Export Control Required? Yes
Relocation Money Available? Yes
ERP Money Available? No
Date Posted 07/13/2012
Closing Date 07/27/2012
Position Description
This is a new and unique position leading a team of 13 coaches on the 777 program, partnering with HR and Employee Involvement (EI) to help develop 777 manufacturing managers. This individual will design and build a team of coaching practitioners, manage employees performing activities to research, design, develop, implement/deliver and maintain processes, tools and training to facilitate employee development. Develop and execute project and process plans, implement policies and procedures and set operational goals. Acquire resources for projects and processes, provide technical management of suppliers and lead process improvements. Develop and maintain relationships and partnerships with customers, stakeholders, peers, partners and direct reports. Provide oversight and approval of technical approaches, products and processes. Manage, develop and motivates employees.
Boeing Leadership Attributes
[ - ] Charts the Course
Starts with the customer ends with the customer. Translates strategy into actionable objectives and plans. Communicates clearly at one-on-one and group levels. Conveys sense of purpose and mission that motivates others. Maintains direction, balancing big-picture concern with day-to-day issues. [ - ] Sets High Expectations
Sets high expectations rooted in ensuring competitiveness. Sets high expectations for him/herself first. Has courage to raise the bar continuously/routinely. Holds self and others accountable for continuous improvement. Communicates expectations directly, openly and effectively. Shows people and teams how to reach (acts as a coach). [ - ] Inspires Others
Energizes, excites, and motivates others. Creates and models a confident and winning atmosphere. Builds teams whose impact is far greater than the sum of their parts. Inspires in ways that are consistent with Boeing's values. Celebrates success and learns from disappointments. Creates an atmosphere where all see opportunities to stretch, take risks, create, contribute and learn. [ - ] Finds a Way
Continuously monitors customers and operations to spot issues. Faces reality and adjusts to keep commitments. Models confidence that sees change as opportunities. Uses Boeing complexity as leverage, not an excuse. [ - ] Lives the Boeing Values
Models, leads and is committed to the Boeing values, principles and business-conduct policies. Earns the trust and respect of all Boeing stakeholders. Ensures effective business, compliance and financial controls. Promotes integrity in all that we do. Demonstrates commitment to and takes advantage of diversity. Creates an environment of respect and inclusion. Does not use abusive or intimidating behavior. Bounds vigorous pursuit of individual and business objectives with overall interest and reputation of the company. [ - ] Delivers Results
Keeps his/her promises. Does not rationalize shortfalls and is accountable. Demonstrates strong operational skills. Marshals the other Leadership Attributes in meeting commitments. Capitalizes on unanticipated opportunities and changing circumstances to meet commitments.
Competencies
General
[ - ] Adaptability
Understands changes in own and fellow K level managers' work and situations; explains the logic or basis for change to employees and/or fellow first level managers; is seen as an expert first level management resource on information about changes affecting own and fellow first level managers' jobs. Treats changes and new situations as opportunities for learning or growth; focuses on the beneficial aspects of change; speaks positively about the change to fellow first level managers and external customers. Quickly modifies behavior to deal effectively with changes in the work environment; readily tries new approaches appropriate for new or changed situations; does not persist with ineffective behaviors. [ - ] Communication
Consistently and proactively clarifies purpose and importance; stresses major points; follows a logical sequence. Consistently keeps the audience thoroughly engaged through use of techniques such as analogies, illustrations, humor, an appealing style, body language, and voice inflection; consistently frames the message in line with audience experience, background, and expectations; uses terms, examples, and analogies that are meaningful to the audience. Consistently seeks input from audience; checks understanding; presents message in different ways to enhance understanding. Uses syntax, pace, volume, diction, and mechanics appropriate to the media being used. Attends to both direct and indirect messages from others; correctly interprets messages and responds appropriately. Advises fellow K level managers and other internal employees in effective communication techniques [ - ] Customer Focus
Provides K level direction for making customers and their needs a primary focus of direct report's job activities and actions; considers how work group's decisions/actions/plans will affect customers; actively seeks information to understand customers' circumstances, problems, expectations, and needs; presents project level information to middle and/or senior level managers to build their understanding of issues and capabilities as they relate to customer needs; considers how project level decisions/actions/plans will affect customers; responds quickly to meet significant customer needs and resolve problems; provides K level leadership on monitoring and evaluating customer concerns, issues, and satisfaction and to anticipate customer needs; implements and monitors customer feedback systems to gauge customer satisfaction and makes adjustments to service as indicated by feedback. [ - ] Decision Making
Consistently and proactively recognizes a wide range of issues, problems, or opportunities in own work group, across the organization and with external customers; determines whether action is needed; consistently identifies the need for and collects information to better understand issues, problems, and opportunities; integrates complex information from a variety of sources; detects trends, associations, and cause-effect relationships; creates relevant options for addressing problems/opportunities and achieving desired outcomes; consistently formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option; consistently implements decisions or initiates action within a reasonable time; consistently includes fellow K level managers and employees across the organization in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions. [ - ] Managing Conflict
As a K level manager, establishes a clear and compelling rationale for resolving the conflict and communicates the rationale to all involved parties. Collects information from relevant sources to gain a complete understanding the conflict. Objectively views the conflict from all sides. Stays focused on resolving the conflict and avoids personal issues and attacks. Presents and seeks potential solutions or positive courses of action. Takes positive action to resolve the conflict in a way that addresses the issue, dissipates the conflict, and maintains the relationship. Summarizes to ensure that all are aware of agreements and required actions. Technical
[ - ] Analytical Skills
Skill and ability to: collect, organize, synthesize, and analyze data; summarize findings; develop conclusions and recommendations from appropriate data sources at the department level. Serves as a resource for exempt team members. [ - ] Consulting
Ability to use expertise in a wide variety of areas related to industry and program/product/process workings to provide consulting services to organizations and customers. Ability to coach team members in providing consulting services. [ - ] Critical Thinking
Ability to process information by evaluating statements or propositions for their validity, using inductive and deductive reasoning, arguing from a general premise to specific conclusion or inductively reasoning to a general conclusion from a set of data, examples, or anecdotes. Ability to detect logical fallacies in arguments. Ensures that conclusions flow logically from assumptions and premises. [ - ] Knowledge of Behavior Science
Expert knowledge of organizational design, behavioral science theories, practices, and methods (e.g., psychology, sociology, anthropology, learning theory, whole systems theory, statistical methodology) to improve individual and group level performance.
Basic Qualifications For Consideration
Do you have experience leading projects and/or teams?
Do you have a coaching certification and/or coaching experience?
Other Job related information
This new model will work closely with HR to partner coaches with 777 manufacturing Senior Managers and First Line Managers. The candidate must have a coaching certification and coaching experience
