Senior Manager, Transformation
hace 1 mes
Job Title: Senior Manager, Transformation & Operating Model
The Head of the TRU Transformation & Operating Model team leads strategic operating model and change programs that are top-of-agenda for the Travel Unit Executive Leadership team. He/She is able to collaborate with and lead through influence with key stakeholders (ranging from senior leadership to staff, and possibly external consultants) to deliver challenging programs/initiatives within tight timelines and to high quality. He/She is able to engage on a varied set of business areas, providing strategic process consultancy as well as program management needed to achieve expected business outcomes.
Key Responsibilities:- Drive the definition of the implementation plan/roadmap as well as implementation when applicable: Beyond the definition of the target operating model, the Senior Manager Operating Model will support Leadership to define the transition plan (including the transition organization) and its implementation. He/she will work closely with the Business Lines, Regions, transversal units in RMS and TCO, P&C and other corporate functions (e.g. CST) where needed. He/she will have to define the right strategy to reach the target model, run workshops to unlock operational issues, and ensure a smooth implementation of the model in order to preserve business continuity while evolving the organization.
- Lead organization design strategy projects: Define and deliver complex studies focused on high priority organizational issues faced by the business leaders. Projects require balancing the inputs and requirements of many stakeholders, a deep analysis of the possible scenarios and their impact (both on organization and business), a deep understanding of the Product and Customer Life Cycles and TU Heartbeat across the Travel Unit Business Lines (Airline Solutions; Travel Distribution; Airport IT & Airline Operations; Outpayce; Navitaire), Regions and RMS. For those projects under his/her responsibility and in cooperation with the business lines/regions' leadership: Define the problem statement, the scope and approach; Define the deliverables and KPIs for measurement; Drive the projects end to end using business/industry methodologies, best practices and managing a virtual team of resources from the BU and internal functions (P&C, Finance etc.); Present findings and recommendations to decision bodies (TU Transformation Board: BU Head & Direct reports mainly).
- Ensure coherence of the overall Operating Model over time & promote continuous improvement: Support the BU Head & leadership to continuously evolve the Travel Unit working model and ensure coherence and consistency (when applicable) across the Travel Unit. The work requires a deep understanding of the different organization units in the company and its inter-departmental dependencies. Educate business leaders on operational excellence related topics, bringing relevant outside in views; Drive hypothesis building around transformation pipeline, based on performance and external best practice benchmark studies; Establish and support communities of practice to ensure that larger/more generic issues are funneled to the Organization Transformation pipeline and that best practices are shared across Business Lines and Regions; Promote best practice Continuous improvement methodology and tools (e.g. DMAIC & Lean) for improvements relating to both the hard (operating model) and the soft (Transformational Leadership/Culture).
- Cross-functional/Cross-business Team Management: Mobilize, influence and collaborate with a complex ecosystem of cross-functional and cross-business senior leaders and align them to deliver recommendations at the highest level of excellence under very tight timeframes. He/she will have to build trust and rapport with a broad network of senior people and deal with conflict when it arises. He/she will have to collaborate with others in the decision process on a large scale.
- Role model the behaviors and working practices we want to see across Travel Unit: Consistently apply Transformational Leadership distinctions during interactions with others such as taking a solution-oriented attitude; encouraging collaboration & listening to feedback; taking ownership in making things work.
Diversity & Inclusion: Amadeus aspires to be a leader in Diversity, Equity and Inclusion in the tech industry, enabling every employee to reach their full potential by fostering a culture of belonging and fair treatment, attracting the best talent from all backgrounds, and as a role model for an inclusive employee experience. Amadeus is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to gender, race, ethnicity, sexual orientation, age, beliefs, disability or any other characteristics protected by law.
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