Senior Operations Manager

CVS Health•Fredericksburg, VA

9d•$82,940 - $182,549•Onsite

About The Position

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. Position Summary The Sr. Manager DC Operations is responsible for the overall performance of an assigned distribution center building(s). In conjunction with the Director this role will support the strategy to create and maintain a first-class employee experience with a focus on talent development, employee engagement, staffing and retention, and learning and training. This role will also support the facility strategy around operational activities to achieve profit and expense goals, provide the highest possible service to the market customer base, ensure compliance with corporate policies and government regulations, and provide a work-environment conducive to superior productivity, safety, and quality. The position will be on 2nd shift (1 PM – 11 PM). There is a possibility to work (9 AM – 6 PM Monday – Friday or 9 AM – 6 PM on the Weekend) based on business needs.

Requirements

7+ years of work experience as a Operations Manager/Sr. Ops Manager in a Distribution Center/Warehouse
5+ years of experience in managerial/leadership positions in a Distribution Center/Warehouse
3+ years implementing LEAN principles and 5S
Regular and reliable attendance.
Excellent written and verbal communication skills.
Excellent time management.
Able to drive significant, strategic projects to completion independently.
Ability to partner with all levels of management in a cross-functional in a matrix team environment.
Experience leading safety programs and OSHA health & safety regulations.
Experience with financial analysis and budget preparations

Nice To Haves

Prior experience in retail or distribution/warehousing.
Proven ability to drive culture and results.
Experience developing talent at multiple levels.
Functional experience with Warehouse Management System (WMS)
Experience with Microsoft Word, Excel, Access, PowerPoint, and other distribution center reporting tools.
Ability to think and act strategically.

Responsibilities

P&L responsibility for assigned departments within the DC.
Ensure timely, secure, accurate deliveries of DC products/services through optimum deployment of courier/delivery resources within expense/profit target parameters in all market and labor conditions.
Partner with HR support resources to achieve staffing targets through creative recruiting methods such as job fairs, external advertising, temporary staffing agencies, cross-training, etc.
Minimize overtime for colleagues.
Create & maintain strong relationships with field store partners, corporate partners, asset protection, and transportation to bridge service gaps and resolve concerns.
Achieve all DC productivity, key performance and quality metrics, partnering closely with all supply chain teams/support partners to drive continuous improvement.
Partner with Talent Acquisition, hiring center, and HR Manager resources to achieve staffing and retention targets through creative recruiting methods such as job fairs, external advertising, temporary staffing agencies, cross-training, etc.
Minimize overtime for colleagues.
Ensures compliance with all government regulations and statutes in the areas of DEA, OSHA, employment, wage & hour, and EEO/AA, and more.
Ensure appropriate floor presence, engaging with colleagues and front-line leaders to stay abreast of feedback and concerns, while validating execution of critical action items.
Ensure strong communication channels throughout all levels of leadership and colleagues within the DC, inclusive of consistent follow-up with action items and feedback.
Partner with HRBP to drive a colleague engagement strategy for the total DC.
Provide creative flexibility for leadership team to drive engagement within their own teams, leveraging survey data to create action items.
Create an “always on” engagement mindset within team continually asking how we are acting on colleague feedback throughout the year.
Partner with Director for succession planning, talent management processes to grow, develop, and retain talent.
Ensure a best-in-class training experience for all DC colleagues, providing the opportunity for colleagues to be successful.
Partner with training and HR resources to enhance training and talent outcomes.
Hold self and team accountable to develop a continuous improvement mindset with all operational processes and metrics while also looking for opportunities to enhance employee experience metrics such as annual engagement scores, retention, turnover, overtime, and more.
Set targets for improvement and ensure an ownership mindset at all levels of the team.
Drive an inclusive culture at all levels of the DC.
Create a strong partnership with the HR Manager, and Training Coordinator to design and drive a comprehensive people strategy for the DC and assign accountabilities with teams.
Meet regularly to measure results.
Assign appropriate timelines and accountabilities for items, empowering the team to drive action steps to completion.
Leverage thought partners (HR Manager, corporate partners, peers, team, etc.) as needed to create and revisit the strategy.
Navigate ambiguity and change to achieve goals despite potential obstacles.
Optimize facility product flow and building capacity through root cause analysis and action planning while partnering with resources as needed to drive current and future state.
Participate in meetings/calls with corporate partners to support the DC network and supply chain strategies.
Contribute across boundaries to ensure the network can achieve strategic goals.
Partner with HR Manager and site Director to develop a comprehensive talent strategy for the DC.
Promote a high-performance culture by clearly setting goals and expectations.
Act as a coach and mentor for team to develop and support IDPs for high potential talent.
Hold DC leadership team accountable for developing the capabilities of their teams and creating IDPs for high potential talent.
Leverage existing enterprise tools such as talent profiles and enterprise development programs to develop talent.
Drive usage of existing tools with teams.