Global Manager, Innovation Center of Excellence - Baltimore Aircoil Company

POSITION PURPOSE

The Global Manager, Innovation Center of Excellence is innately curious and has a passion for driving new ways of thinking and solving problems. This individual will influence the business globally and can make an immediate impact through sharing of best practice ideas and methodologies. The Global Manager can sit out of any BAC office or plant location and will support the Global Director of Learning Acceleration & Talent Development in further embedding Innovation at BAC. This includes training, tools, metrics and mentoring of the global iMentor network. This role is also responsible for the deepening of their own innovation and design thinking practice and supporting high profile innovation projects across the organization.

As a Global Influencer, this role will have significant interaction across the organization in each region relative to innovation efforts. This position has no direct reports.

CORE COMPETENCIES

Cultivates innovation: Creating new and better ways for the organization to be successful. Comes up with useful ideas that are new, better, or unique. Introduces new ways of looking at problems. Can take a creative idea and put it into practice. Encourages diverse thinking to promote and nurture innovation:

Communications: Proven record of effective written and oral communication skills. Must be able to relate to all levels of the organization – from individual contributors to senior leadership team members. Must also be able to communicate across multiple global cultures and multiple time zones effectively.

Collaborates and Builds Networks: Builds partnerships and formal and informal relationships and works collaboratively with others to meet objectives, inside and outside of the organization. Draws upon multiple relationships to exchange ideas, resources, and know-how.

Self-Development: Actively seeks to learn more, to grow, to be challenged using both formal and informal development channels, showing personal commitment and taking actions to continuously improve and learn from new experiences, from others and from structured learning.

Organizational Savvy: Able to effectively plan for and facilitate structured innovation meetings for teams that include people at different levels of the organization and from different regions. Ability to influence others without having direct authority.

Builds Effective Teams: Ability to coach individuals across the organization on innovation principles, tools, and techniques and how to use them successfully.

PRINCIPAL ACCOUNTABILITIES

• Deployment of Strategy and Roadmap for continued growth of the BAC Innovation Center of Excellence
• Develop and implement Innovation training programs to embed innovation across BAC, including all employee training, iMentor Training, advanced iMentor training, and ThinkDifferently education series.
• Develop, deploy and maintain Innovation Metrics. Ensure metrics are aligned with objectives and take appropriate actions to improve as required.
• Actively lead and facilitate Innovation and Foursight workshops and Innovation initiatives as an iMentor both virtually and in person.
• Coach, assist, and mentor BAC iMentors on BAC’s Structured Innovation Method to ensure methodology is effectively executed, helping to further embed Innovation across all levels of the BAC organization.
• Build strong internal partnerships with global iMentors and innovation leaders to facilitate transparency and implement improvements.
• Seek out, organize and participate in Best Practice/Benchmarking events with internal and external organizations.
• Analyze existing innovation metrics and implement new metrics to drive increased organizational adoption of an innovation mindset.

KNOWLEDGE & SKILLS

• BA or BS Degree in Business, Learning & Development preferred.
• Formal training in Innovation, Creative Problem Solving or Design Thinking methodologies.
• 5+ years’ experience in a business environment
• 2+ years formal practical experience in continuous improvement or innovation, in a manufacturing environment.
• In-depth knowledge of change management best practices preferred.
• Experience with project management, leading through influence and servant leadership.
• Demonstrated ability to influence employees and stakeholders outside their departments, gain buy-in, and successfully lead innovation and improvement efforts.
• Possess a solid working knowledge of project management, customer value map, and quality improvement techniques.
• Understanding of analytics, metric alignment, and their role in continuous improvement
• Superior verbal and written communication skills; capable of presenting his or her ideas to all levels of the organization and other stakeholders.
• Familiarity with improvement methodologies (Lean, Agile, Design Thinking) with a passion for expanding that knowledge.
• Knowledge of systems such as Power Apps or Power BI a plus.

KEY RELATIONSHIPS

• BAC iMentors
• Functional Leaders
• Global Human Resources Team
• Regional Leadership Teams

COMMUNICATION AND REASONING ABILITY

• Demonstrate a sense of urgency and an opportunistic mindset.
• Ability to make effective and persuasive presentations on relevant topics to diverse audiences.
• Ability to motivate and negotiate effectively with multiple stakeholder groups to take the desired action.

WORKING CONDITIONS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job. While performing this job, the employee is regularly required to stand and walk up to 50% of the time. This position requires occasional lifting up to 25 pounds and travel both domestic and internationally up to 35% of the time.

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)