UX Operations Manager Remote Latam

hace 20 horas

Panama ITX Corp A tiempo completo

**UX Operations Manager**

As the UX Operations Manager, I'm responsible for:

- I ensure each of my team members is supported and equipped with what they need, when they need it, in order to consistently contribute to a performant team which delivers our clients’ vision into reality, so they can move, touch, and inspire the world.
- I am accountable for driving productivity of the teams - organizational, human, and system-based.
- My teams are powerfully demonstrating our ITX UVPs and they are learning and growing along the way, so we do not repeat past mistakes with our clients.

**Key Responsibilities**

Responsibility 1: Improve the team member’s overall performance by providing each with the structure, processes, support, and tools needed to be productive, continually improve and deliver powerfully.

Expectations
a. Onboarding - Ensure new team members are set up for success and onboarded to ITX properly.
i. Note, onboarding responsibilities are split amongst various departments and
people. It is the OPs Manager’s responsibility to ensure onboarding is coordinated, scheduled, and completed
b. 1:1’s - Conduct regular 1:1s with each team member, as is appropriate to the individual team member. Provide a space for team members to raise concerns, plan for the future, and further contribute to ITX and our clients.
c. Commitment Conversation - With the Functional Manager, prepare for and/or contribute to an effective, ongoing commitment conversation with each team member.
i. Understand team member concerns, document those concerns (including next steps and resolution), work with the team member to get complete with those concerns, relative to ITX, our client, or other team members.
ii. If there are gaps in expectations that necessitate a decommitment on the
manager’s part, Work with the Global Talent team and the team member to
formally communicate the decommitment to the team member.
d. Performance Assessments (i.e. VPA’s, role-based assessment) - With the functional manager, prepare for and/or conduct an effective Performance Assessment for each team member twice per year (minimum), with input from Practice Manager and other peers.
i. If there are concerns related to performance, work with the team member, and others as appropriate, to get complete with those concerns.
e. Performance Conversation - With the Functional Manager, Maintain an effective, ongoing performance conversation
i. If there are gaps in skills or expectations that need to be resolved to function
successfully in their current role, work with the team member, manager(s), and other appropriate parties to define a Performance Improvement Plan:
1. Clearly document the gap or concern
2. Define or help to define a timeline and path to resolution
3. Collect relevant input and track progress on the path to resolution
f. Individual Development Plan - Where appropriate, work with the functional manager and each team member to create and maintain an Individual Development Plan (IDP).
i. These plans should represent an employee’s purposeful growth in their current role in support of their clients, as defined by them and the manager, and so should be updated regularly with progress, and stored in BambooHR for reference.
ii. Work with the appropriate team members (Leads, Practice Managers, Champions, etc.), to identify areas of opportunity and training necessary to achieve the desired growth, and to build that into the IDP.
iii. Work with the team member, and others as appropriate, to achieve completion on any actions, training, and/or tasks related to the IDP.
iv. In keeping with the IDP, support the team member in their desired growth to move into other roles or accounts within ITX when it is mutually beneficial to ITX and the team member.
g. Salary Reviews - proactively and positively support this activity with the Functional Manager and Global Talent; complete the prep work and participate with the Functional Manager and the Global Talent Team (GTT) in the Salary Review. If questions and/or concerns are raised, work with the GTT and others as appropriate to get complete on those concerns with the team member.
h. Off boarding - Ensure team members are off boarded successfully.
i. While off boarding responsibilities are split amongst various departments and people, it is the Ops Manager’s responsibility to ensure off boarding is coordinated, scheduled, and completed.

Responsibility 2: Manage and be accountable for analysis and execution of resource management, planning for productive resource allocation to existing and new client engagements, in conjunction with Functional Manager, Global Talent Team, and Sales

Expectations
a. Perform resource planning for my teams so that we have what we need, when we need it, to deliver for our clients, purposefully leverage capacity in a productive, value-add way, and prevent negative impact to ERF.
i. Have a working understanding of the skills of each team member on the teams, (via skills survey

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