Reference #: dfb4ea71-ea01-4f8e-b0a4-1ebffc2ba1ecDescription

　　The Director of Program Management is responsible for setting and driving the strategy for CFG's Specialty Flow programs. This includes direct ownership of the financial results, pipeline management and overall program execution. Within Clemens Food Group, Specialty Hog Flows are a key growth engine as well as how we differentiate ourselves in the market place. As these programs continue to grow, we are looking for a qualified candidate to oversee and drive the growth of these programs. This role will encompass two direct reports with a focus on execution and sales growth. This role is cross functional and will gain alignment across the different sales channels in order to be successful.Oversee Program ExecutionCollaborates with Business Unit Manager and cross functional team on developing Inventory targets on Further processed and frozen itemsEvaluates key execution metrics (Service level, order fill, schedule attainment) on a daily, weekly and monthly basis and drives sustainable corrective action to address (systemic)issues to improve serviceEnsures effectiveness of execution processes are in place that are leading to metrics being on trackCollaborates with Business Unit Manager on product availability, sold % targets and establishing pricing parameters and level of price deviations for spot buysConstructively challenges and influences cross functional departments impacting execution (scheduling, ops, hog procurement, warehouse etc.)Facilitates and ensures proper execution of cross functional decision making regarding product and customer allocation decisionsPartner with S&OP on future planning highlighting any upcoming capacity or supply concerns and works to address those proactively to avoid crisis decisionsStrategic Planning and Program ManagementResponsible for P&L management and results vs. plan across all specialty flow programsReviews Monthly results vs plan and drives action to address gaps in performanceFacilitates Specialty Flow steering team meeting to ensure alignment on forward strategyEstablishes margin requirements by program and category, ensures execution and approves exceptions or deviationsConducts quarterly marketplace assessments focusing on customers, competitors, and data. Highlight trends and develop plans to capitalize on trend dataCollaborates cross functionally with Sales leadership to set the strategy by flow including both sales growth and financial targets as part of annual planning processResponsible for conducting product portfolio assessments including decisions to rationalize or commercialize new products to ensure the right products exist to win in the marketplaceEnsure action plans exist to drive increase sales volume on any underutilized cutsEnsures proper hog supply is available at least 2 years out to deliver sales pipeline/sales planResponsible for evaluating the sales pipeline vs. future utilization resulting in decisions to increase or decrease supplyGrowth and Pipeline ManagementResponsible for developing the targeted customer list and providing direction on where to focusConducts Monthly pipeline reviews with the team and ensures action steps are in place to win the opportunityResponsible for managing sales pipeline to ensure pipeline targets meet expected growth along with plans to address gapsResponsible for developing the selling strategy for "How we win" by specialty flow and customerParticipates in key customer sales presentations as needed as subject matter expertPartner with marketing around claims/attribution/branding to guide in optimal product positioning in marketplace to support sales growthResponsible for evaluating and signing off on all programs from a supply and profitability standpointTalent ManagementHire, onboard and develop direct reports ensuring overall team talent poolPerform monthly coaching sessions with direct reports. Provide st engths and opportunities based on performance. Agree on actions that need to be completed in the next 30 days to move business forwardIdentify the hard and soft skills needed in roles and effectively coach team towards improvement through skills matrixIdentify and establish a talent pipeline through succession planning and networking with internal and external connectionsUtilize department metrics to challenge team and drive improvement of team's resultsProvide the team with stretch opportunities and cross functional exposure to further enhance development and growthPartner with Human Resources to ensure talent management programs attract, train, and develop top sales professionals and to ensure optimum level of workforce engagement. Holds direct/indirect reports accountable for actively addressing engagement issues and promotes best practices in sales effectiveness and engagement areas. Responsible for talent developmentQualifications

　　BehaviorsInnovative - Consistently introduces new ideas and demonstrates original thinkingFunctional Expert - Considered a thought leader on a subjectLeader - Inspires teammates to follow themTeam Player - Works well as a member of a groupThought Provoking - Capable of making others think deeply on a subject

　　MotivationsGrowth Opportunities - Inspired to perform well by the chance to take on more responsibility

　　EducationBachelors (required)Associates (required)

　　Experience5 years: years of sales leadership and / or related experience ideally within protein or food industry. Ability to evaluate talent, motivate others, communicate effectively, analytical and interpret data, provide direction through clear expectations, make effective decisions, drive the necessary action to complete key initiatives/projects and think strategically. (required)

　　SkillsAdaptability (required)Communication (Eng Lang) (required)Continuous Improvement (required)Integrity (required)Mathematics (required)Leadership (required)Numeric Reasoning (required)Numerical Ability (required)Microsoft Office (required)Problem Solving (required)Project Management (required)Time Management (required)Verbal Reasoning (Eng) (required)Verbal Skill (Eng Lang) (required)

　　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)

　　Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.