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Process Improvement Manager / Project Manager

Simi Valley, CA
Process Improvement Manager / Project Manager
1 Year Contract Position
Simi Valley, CA
 
About August Roofing:
Since 1990, we have been handling roofing issues with no job too large or too small. We specialize in residential and commercial roofing, remodels, and even solar installation. In the last 5 years, our business has grown significantly, creating a great number of opportunities for eager leaders. The entire management and administration team of 10 people have been on board for  5+, 10+, and 25+ years which means we all love working together and are excited to add a new rockstar to their family.
 
Key Objectives for the Project Manager / Process Improvement Manager
During this 1 year engagement, the Project Manager will spearhead August Roofing’s creation of a new roofer hiring, training and performance management program. The ultimate goal will be to lower the turnover rate, increase productivity and grow people from within the organization. This will require the Process Improvement Project Manager to learn what it takes to become a successful Roofer by documenting the processes and procedures and collaborating with existing team members to create a robust training and performance management program.
 
Here’s What the Process Improvement Manager / Project Manager Role Looks Like:
  • First 2 Weeks: Spend time understanding each role through job shadowing and hands on experience
  • Weeks 2-4: Create SOP (Standard Operating Procedures) for Roofers at every skill/seniority level
  • Identify KPIs / OKRs (Objectives or Key Results) for each Roofer position
    • Create systems for measuring performance
    • Create and implement process for measuring top level goals
  • Weeks 4-6: Create a Performance Management evaluation system
    • Offer them HOPE, creating a career path with growth, promotion, and increased income
      • In order to provide performance feedback regularly
      • To create goals for future performance and development
  • Weeks 6-8: Create the program outline
  • Weeks 6-10: Select a Learning Management Platform
  • Weeks 10-16: Create the curriculum for the program
  • Weeks 16-18: Create the onboarding schedule and OKR’s (Objectives or Key Results)
  • Weeks 18-20: Create an SOP (Standard Operating Procedures) for the Hiring program
  • Weeks 20-22: Conduct a compensation analysis
    • Revisit the compensation schedule SOP for doing this regularly
  • Weeks 16-22(concurrent with other goals): Identify, Hire and train the Chief Company Trainer
    • Begin Implementation as we go
  • Weeks 26 -52 - Refine and finalize
 
Benefits
  • Competitive compensation
  • Strong team culture and company environment
  • Opportunity to spearhead an entirely new training program for future employees

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