Manager, Win Admin & Eng
As a member of the Enterprise Infrastructure leadership team, the Manager, Windows Administration/Engineering plays an important role in helping to define the direction for the team and enabling the technology demands of the business. Drives and manages platform and/or service lifecycles in alignment with Choices vision and strategy with a service-oriented, solutions-focused, and progressive approach. Manages the development, deployment and management of enterprise-level Windows operating systems.
Reports to the Director, Shared Infrastructure Services. Manages the day to day operations of the Windows Administration/Engineering department and manages 5 to 8 non-supervisory associates. Interacts regularly with business stakeholders.
PRIMARY DUTIES AND ACCOUNTABILITIES
With a focus on leadership, vision, strategy, culture, best practices and continuous improvement, performs the following personally and through subordinate associates:
Manages and coordinates the planning, design, technical analysis, and implementation of all Windows operating systems and other Microsoft products such as MS Server, MS Exchange, and Active Directory.
Ensures the ongoing functionality and efficiency of all Windows operating systems and adherence to OLAs, SLAs and ITIL best practices.
Resolves escalated Windows operating systems issues or incidents.
Ensures that technical and quality standards are enforced throughout platforms/service lifecycle management through effective, measurable and consistent processes.
Ensures compliance with audit or other applicable compliance guidelines.
Manages the departments resource planning and allocation for optimal system availability and performance, with a focus on providing a secure, stable and scalable infrastructure.
Collaborates with Test Engineering teams on the deployment of performance testing methodologies and measurements.
As applicable, serves in the role of Solution Engineer on projects, acting as a single point of contact and coordinating all underlying infrastructure teams.
Carries out supervisory responsibilities in accordance with Choices cultural values and performance principles, Company policies and applicable laws. Responsibilities include:
Actively participating in the interviewing and hiring processes and ensuring successful functional on-boarding of new associates;
Planning, assigning and directing work for direct reports;
Setting reasonable stretch performance goals, providing constructive, balanced, regular performance feedback, and conducting bi-annual performance appraisals;
Recognizing and rewarding performance excellence;
Communicating and enforcing company policies and programs;
Applying corrective discipline, addresses complaints and resolving problems in a timely fashion, involving and collaborating with leadership and Human Resources as appropriate.
In collaboration with leadership and Human Resources, develops and executes a plan for retaining and developing talent to meet current and future business objectives to include:
Engaging in talent review evaluations;
Collaborating with direct reports on their professional development and growth; and,
Assisting with developing leadership succession plans for the department.
Manages and coordinates the risk assessment and corresponding risk mitigation of platforms and services to maximize performance and ensure business continuity, to include ensuring audit controls are in place (e.g., SOX, PCI) and ongoing audit timelines are met.
Understands the role of the department in the overall corporate strategy and sets objectives that are aligned with this role. Assists in determining overall strategic direction and business contribution of the department. Monitors direction and growth of the business to ensure application of appropriate technologies and support resources. Assesses strengths and weaknesses in the department. Continuously keeps up on industry trends, direction, opportunities, and applicability as it pertains to Choice.
REQUIRED EDUCATION, EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES
Education, Experience and Knowledge
Bachelors degree (BA) from a four-year college or university; or one to two years related experience and/or training; or equivalent combination of education and experience.
A minimum of four years experience in enterprise-level Windows Systems Administration in a highly transactional, high availability environment.
Previous supervisory experience and proven success in managing technical teams.
In-depth technical expertise in Windows operating systems.
Knowledge of industry best practices in the area of computing infrastructure, performance and capacity planning, security principles and monitoring.
Knowledge of a broad spectrum of infrastructure technologies and secure computing environments: network, hardware and operating systems, servers and storage.
Knowledge of agile software development methodologies and Service Oriented Architecture (SOA).
Knowledge of relational databases and web technologies.
Strong verbal, written and listening communication skills.
Strong presentation skills.
Strong interpersonal skills and demeanor.
Demonstrated analytical skills.
Highly proficient in the use of MS Office applications such as Outlook, Word, PowerPoint and Excel.
Ability to lead and motivate others and hold others accountable.
Ability to drive results in a team-oriented environment.
Ability to work independently and collaboratively.
Ability to travel less than 10% of the time.
Ability to model Choices Values & Performance Principles of collaboration, performance excellence, sense of urgency, openness to new ideas, inclusion & diversity, integrity, customer focus, and respect.
IT LEADERSHIP COMPETENCIES
Demonstrated advanced ability in the following competencies:
Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Timely decision making
Makes decisions in a timely manner, sometimes with incomplete information and under tight deadlines and pressure. Able to make a quick decision.
Managing and measuring work
Clearly assigns responsibility for tasks and decisions. Sets clear objectives and measures. Monitors process, progress, and results. Designs feedback that loops into work.
Spends his/her time and the time of others on whats important. Quickly zeros in on the critical few and puts the trivial many aside. Can quickly sense what will help or hinder accomplishing a goal. Eliminates roadblocks. Creates focus.
Good at figuring out the processes necessary to get things done. Knows how to organize people and activities. Understands how to separate and combine tasks into effective work flow. Knows what to measure and how to measure it. Can see opportunities for synergy and integration where others cant. Can simplify complex processes. Gets more out of fewer resources.
Hiring and staffing
Has a nose for talent. Hires the best people available from inside or outside. Is not afraid of selecting strong people. Assembles talented staffs.
PERSONAL AND INTERPERSONAL SKILLS:
Is dedicated to meeting the expectations and requirements of internal and external customers. Gets first-hand customer information and uses it for improvements in products and services. Acts with customers in mind. Establishes and maintains effective relationships with customers and gains their trust and respect.
Integrity and trust
Is widely trusted. Is seen as a direct, truthful individual. Can present the unvarnished truth in an appropriate and helpful manner. Keeps confidences. Admits mistakes. Doesnt misrepresent him/herself for personal gain.
Can quickly find common ground and solve problems for the good of all. Can represent his/her own interests and yet be fair to other groups. Can solve problems with peers with a minimum of noise. Is seen as a team player and is cooperative. Easily gains trust and support of peers. Encourages collaboration. Can be candid with peers.
Uses rigorous logic and methods to solve difficult problems with effective solutions. Probes all fruitful sources for answers. Can see hidden problems. Is excellent at honest analysis. Looks beyond the obvious and doesnt stop at the first answers.
Building effective teams
Blends people into teams when needed. Creates strong morale and spirit in his/her team. Shares wins and successes. Fosters open dialogue. Lets people finish and be responsible for their work. Defines success in terms of the whole team. Creates a feeling of belonging in the team.
Demonstrated capability in the following competencies:
Developing direct reports and others
Provides challenging and stretching tasks and assignments. Holds frequent development discussions. Is aware of each persons career goals. Constructs compelling development plans and executes them. Pushes people to accept developmental moves. Will take on those who need help and further development. Cooperates with the developmental system in the organization. Is a people builder.
Accurately scopes out length and difficulty of tasks and projects. Sets objectives and goals. Breaks down work into the process steps. Develops schedules and tasks/people assignments. Anticipates and adjusts for problems and roadblocks. Measures performance against goals. Evaluates results.
Steps up to conflicts, seeing them as opportunities. Reads situations quickly. Good at focused listening. Can hammer through agreements and settle disputes equitably. Can find common ground and get cooperation with minimum noise.
ENERGY AND DRIVE:
Drive for results
Can be counted on to exceed goals successfully. Is constantly and consistently one of the top performers. Very bottom-line oriented. Steadfastly pushes self and others for results.
ORGANIZATIONAL POSITIONING SKILLS:
Knowledgeable about how organizations work. Knows how to get things done both through formal channels and the informal network. Understands the origin and reasoning behind key policies, practices, and procedures. Understands the cultures of organizations.
Is effective in a variety of formal presentation settings: one-on-one, small and large groups, with peers, direct reports, and bosses. Is effective both inside and outside the organization, on both cool data and hot and controversial topics. Commands attention and can manage group process during the presentation. Can change tactics midstream when something isnt working.
PERSONAL AND INTERPERSONAL SKILLS:
Manages all kinds and classes of people equitably. Deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes. Hires variety and diversity without regard to class. Supports equal and fair treatment and opportunity for all.
Creates a climate in which people want to do their best. Can motivate many kinds of direct reports and team or project members. Can asses each persons hot button and use it to get the best out of him/her. Pushes tasks and decisions down. Empowers others. Invites input from each person and shares ownership and visibility. Makes each individual feel his/her work is important. Is someone people like working for and with.
Is personally committed to and actively works to continuously improve him/herself. Understands that different situations and levels may call for different skills and approaches. Works to deploy strengths. Works on compensating for weaknesses and limitations.
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