Benefits\Leave Management Specialist Manager L
Health & Wellness Services is seeking a Leave and Disability Manager. This is a management position for the Leave Management Services Team (LMS) that reports to the Senior Manager of the Health and Wellness Benefits Operations organization.
Responsibilities include, but not limited to:
- Manages a team in developing, implementing and administering our Leave of Absence and Disability programs.
- Manages a value stream of internal work groups and suppliers that make up a large and diverse stakeholder population that deliver cross-functional results.
- Assist with developing appropriate and efficient administration approaches to support strategic direction and policy decisions.
- Develops and executes integrated plans, policies and procedures and provides direction on the organizations business and technical strategies.
- Assigns resources for departmental activities.
- Provides technical metrics on the health of the program.
- Charters and leads process improvement teams using Lean + and Six Sigma methodologies.
- Develops and maintains relationships with customers, stakeholders, peers, business partners and direct reports to achieve operational effectiveness and improved business outcomes.
- Provides oversight and approval of technical approaches, products and processes that align with expected business outcomes.
- Manages, develops and motivates employees supporting the program.
- The incumbent must be able to exert influence in the development of overall objectives and long term goals for the enterprise where he/she has no direct reporting relationships.
- Manage field test and pilot approach concepts to find innovative ways of doing business.
- Provides extensive analyses of our absence data in order to accomplish plan and program improvements and to provide our business partners with usage and financial data and other metrics as appropriate. Provides training venues to increase awareness and reporting accuracy across the company.
- Responsible for the identification and deployment of integration opportunities within the broader Benefits organization and across the entire value stream.
- Ensure first-class customer service while managing administrative and/or claim issues to resolution.
- This position requires calm confident leadership in order to improve and maintain productivity for our businesses in a high volume and emotional environment.
- Creates a service culture environment that fosters continuous improvement by communicating and deploying enterprise best practices and employee engagement to improve cost, quality, delivery, employee and customer satisfaction.
- Manages, develops and motivates employees, making personal development, skills assessments and growth plans a priority.
Seeking experienced Leave Management and Benefit experts.
Boeing Leadership Attributes
• Charts the Course
Starts with the customer ends with the customer. Translates strategy into actionable objectives and plans. Communicates clearly at one-on-one and group levels. Conveys sense of purpose and mission that motivates others. Maintains direction, balancing big-picture concern with day-to-day issues.
• Delivers Results
Keeps his/her promises. Does not rationalize shortfalls and is accountable. Demonstrates strong operational skills. Marshals the other Leadership Attributes in meeting commitments. Capitalizes on unanticipated opportunities and changing circumstances to meet commitments.
• Finds a Way
Continuously monitors customers and operations to spot issues. Faces reality and adjusts to keep commitments. Models confidence that sees change as opportunities. Uses Boeing complexity as leverage, not an excuse.
• Inspires Others
Energizes, excites, and motivates others. Creates and models a confident and winning atmosphere. Builds teams whose impact is far greater than the sum of their parts. Inspires in ways that are consistent with Boeing's values. Celebrates success and learns from disappointments. Creates an atmosphere where all see opportunities to stretch, take risks, create, contribute and learn.
• Lives the Boeing Values
Models, leads and is committed to the Boeing values, principles and business-conduct policies. Earns the trust and respect of all Boeing stakeholders. Ensures effective business, compliance and financial controls. Promotes integrity in all that we do. Demonstrates commitment to and takes advantage of diversity. Creates an environment of respect and inclusion. Does not use abusive or intimidating behavior. Bounds vigorous pursuit of individual and business objectives with overall interest and reputation of the company.
• Sets High Expectations
Sets high expectations rooted in ensuring competitiveness. Sets high expectations for him/herself first. Has courage to raise the bar continuously/routinely. Holds self and others accountable for continuous improvement. Communicates expectations directly, openly and effectively. Shows people and teams how to reach (acts as a coach).
Competencies
General• Building Positive Relationship
Consistently and proactively builds effective working relationships with employees, peers (e.g., fellow middle managers) and customers. Solicits and provides information to clarify situations. Seeks and expands on original ideas, enhances others? ideas, and contributes own ideas about the issues at hand pertaining to the department. Places higher priority on department goals than on own goals. Gains agreement from partners and peers to support ideas or take partnership-oriented action; uses sound rationale to explain value of actions. Establishes good interpersonal relationships by helping people feel valued, appreciated, and included in discussions.
• Change Management
Encourages team members, fellow middle managers and people throughout the organization to question established work processes or assumptions, ask 'why' until underlying cause is discovered, and involves stakeholders in continuous improvement actions and alternatives. Consistently remains open to ideas offered by others; consistently supports and uses good ideas to solve problems or address issues; proactively recognizes and rewards team members, fellow middle managers and people throughout the organization who make useful changes. Proactively helps team members, fellow middle managers and people throughout the organization overcome resistance to change; shows empathy with people who feel loss as a result of change. Proactively minimizes complexities, contradictions, and paradoxes or reduces their impact on team members, fellow middle managers, people throughout the organization and external customers; clarifies direction and smoothes the process of change.
• Communication
Consistently and proactively clarifies purpose and importance; stresses major points; follows a logical sequence. Consistently keeps the audience thoroughly engaged through use of techniques such as analogies, illustrations, humor, an appealing style, body language, and voice inflection. Consistently frames the message in line with audience experience, background, and expectations; uses terms, examples, and analogies that are meaningful to the audience. Consistently seeks input from audience; checks understanding; presents message in different ways to enhance understanding. Uses syntax, pace, volume, diction, and mechanics appropriate to the media being used. Attends to both direct and indirect messages from others; correctly interprets messages and responds appropriately. Advises fellow middle managers and other internal employees in effective communication techniques
• Cross Functional Partnerships
Analyzes the organization and own area to identify key relationships that should be initiated or improved to further the attainment of own area's goals; exchanges information with potential partner areas to clarify partnership benefits and potential problems; collaboratively determines the scope and expectations of the partnership so that both areas' needs can be met; collaboratively determines courses of action to realize mutual goals; facilitates agreement on each partner's responsibilities and needed support; places higher priority on organization's goals than on own area's goals; anticipates effects of own area's actions and decisions on partners; influences direct reports, own manager, and fellow middle managers to support partnership objectives; implements effective means for monitoring and evaluating the partnership process and the attainment of mutual goals.
• Decision Making
Consistently and proactively recognizes a wide range of issues, problems, or opportunities in own work group, across the organization and with external customers; determines whether action is needed; consistently identifies the need for and collects information to better understand issues, problems, and opportunities; integrates complex information from a variety of sources; detects trends, associations, and cause-effect relationships; creates relevant options for addressing problems/opportunities and achieving desired outcomes; consistently formulates clear decision criteria; evaluates options by considering implications and consequences; chooses an effective option; consistently implements decisions or initiates action within a reasonable time; consistently includes fellow middle managers and employees across the organization in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions.
• Driving for Business Results
Identifies and sets performance goals for department; works tenaciously toward and derives satisfaction from achieving stretch goals related to positive business results; remains self-disciplined; measures progress and evaluates results; reprioritizes as appropriate; prevents irrelevant issues or distractions from interfering with timely completion of important tasks.
• Systems Thinking
Constantly evaluates departmental structures and processes on how well they help meet strategic objective(s); identifies non-value-adding components and barriers and takes immediate actions to remove them. Provides middle management direction to implement change strategies. Champions effective change strategies and encourages buy-in from direct reports and employees through effective communication strategies. Carefully makes appropriate changes to departmental structures and processes by developing accountability metrics, communicating effectively, providing avenues for new skill development for department, and integrating with departments with similar structures and processes. Evaluates measurement systems designed by direct reports to monitor change implementation and make adjustments as warranted.
Technical• Government Laws/Regulations
Knowledge of relevant government laws and regulations to adapt change and implement processes and metrics to ensure compliance.
• Influencing Others
Demonstrates ability to state what is needed to persuade and convince others without causing defensiveness and to inspire others to take action. Builds relationships to gain support and commitment from others, promotes ideas with enthusiasm, conviction and assertiveness. Provides compelling rationale for arguments and uses appropriate level of persistence on complex activities.
• Supplier Contract Admin
Broad knowledge of supplier contract development, deployment, interpretation, negotiation and administration.
Basic Qualifications For ConsiderationDo you have at least 10 years of Benefits and/or Leave Administration experience?
Typical Education/Experience
Other Job related information
- Business Unit Shared Services
- Division Enterprise Services
- Program Benefits Administration
- Job Type Management
- Experience Level Mid Level Manager
- US Person Status Required? Yes
Closing Date: 02/13/2012
