THIS IS A CORPORATE POSITION
Ever wonder where the toppings on your favorite Papa John's Pizza comes from?
PJ Food Service and our Quality Control Centers provide all domestic Papa John's Pizza locations with their fresh, not frozen pizza dough and all other toppings. Our Quality Control Centers are multi-facited as we produce dough daily, receive and warehouse all restaurant inventory and finally, we load and transport those toppings
The Director of Operations is responsible for directing all facets of food manufacturing, to include dough production, distribution, logistics/transportation, maintenance, safety, sanitation, purchasing, accounting, inventory control, team member relations and customer relations with the Orlando Quality Control Center (QCC).
DESIRED EDUCATION, EXPERIENCE AND CERTIFICATIONS
Bachelor's degree or equivalent experience in industry required.
Five (5) to seven (7) years of progressive leadership experience in a manufacturing and distribution environment. Emphasis in food/dough production preferred.
5+ years leading an automated production facility, preferably in food manufacturing
Experience implementing Lean/Six Sigma Manufacturing methodologies in a manufacturing and distribution environment
Knowledge of warehouse management, transportation management, and inventory control systems
DESIRED FUNCTIONAL SKILLS
Ability to effectively communicate and give direction verbally and in writing in English required.
Ability to read and analyze financial documents with a thorough understanding of P&L and knowledge of the budgeting process. Able to effectively present and communicate performance to senior leadership.
Understanding of Good Manufacturing Practices (GMP).
General understanding of the Food Safety Modernization Act (FSMA)
Working knowledge of basic principles in dough manufacturing/dough production.
Demonstrated experience utilizing a formal continuous improvement methodology.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned
Direct all facets of day-to-day operations of QC Center across all functions.
Lead, direct, and develop QCC leadership team consisting of department/function Manager and extended leadership team consisting of department/function Supervisors and Leads
Recruit/oversee new talent acquisition to achieve optimal staffing levels, develop leadership and extended leadership teams, conduct timely performance reviews, identify and proactively address performance issues utilizing conflict resolution techniques.
Ability to strategically partner cross functionally within a dynamic organization (R&D, QA, Supply Chain, restaurant operations, QCC Field Teams, Finance, Human Resources).
Develop and direct detailed facility productivity improvement plans incorporating organization design and key performance indicators.
Implement/direct team member leadership development plans and provide on-going feedback to achieve desired business results in a continuous improvement culture.
Prepare, analyze and drive all facets of QCC performance, including operating and capital budgets, profit & loss statements, and key KPIs including daily productivity indicators (PPH, TPH, MPG, etc.).
Direct, manage, and execute world class customer service initiatives throughout designated service areas.
Partner with field restaurant operations to proactively resolve customer service related issues.
Ensure quality assurance programs maintain product integrity for both internal and external customers.
Ensure Quality Control Center is compliant with PJFS Safety, Sanitation and HACCP policies & procedures, federal, state and local regulations (OSHA, DOT, FDA, DOL) and all Papa John's International, Inc., policies & procedures.
POSITION QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The qualifications listed below are representative of the knowledge, skill, and/or ability required.
An equivalent combination of experience and training may substitute for any of the listed position qualification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
ORGANIZATIONAL COMPETENCIES (Mid-Level): Applies to all team members across the organization.
Supporting Change: Gives extra thought when responding to any team member concerns over the change.
Communicates early success stories to promote learning and change. Speaks to the need for team members to learn from their mistakes and think outside the box. In a compelling manner, communicates the "What's in it for me?" (W.I.I.F.M.) factor of the change for team members.
Clearly communicates the business rationale behind the change. Explains how each team member will be impacted by the change.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's 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.
Planning and Organizing: Turns the vision or strategy into an actionable plan for team members to follow.
Plans ahead to achieve short and long-term targets (e.g., people, product, service, sales and image). Uses trends and historical data to build forecasts (e.g., daily, weekly, and quarterly). Identifies future problems and puts plans into place to mitigate them. Ensures that project plans are executed on-time and within budget. Communicates the corporate objectives and clarifies how the team/department's initiatives will help to achieve them.
JOB COMPETENCIES are classified as the work habits, attitudes, personal characteristics, and behaviors that reflect how a person accomplishes the duties and responsibilities of his/her job.
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.
Supporting Customer Focus: Ensures that each team member clearly understands their role in delivering the customer service brand promise (e.g., within the corporate office or restaurant). Regularly checks assumptions with team members regarding service requirements.
Communicates any changes in customer service requirements to team members, in a timely manner. Solicits feedback on the customer experience from a wide range of perspectives (e.g., team members, peers, vendors, operational and corporate office members) and integrates it into the service provided, provides constructive feedback to team members to help sharpen their service delivery. Asks probing questions to clarify customer expectations.
Maximizing Personal Performance: Sets personal performance goals that are clear and measurable (e.g., S.M.A.R.T. goals). Uses the big picture perspective to ensure that all personal goals are aligned to Papa John's corporate goals.
Creates personal plans of action to deliver on established goals. Addresses any roadblocks or interruptions to obtaining results whenever possible. Delegates to team members when appropriate to help with the completion of tasks (e.g., given the appropriate experience, knowledge and skills). When necessary, escalates promptly to help resolve any personal performance issues.
Building Alignment: Provides guidance when needed to teams that are dealing with conflict.
Builds further alignment by clarifying each party's goals and expectations, and desired end state. Ensures all parties involved have had enough time to resolve their conflict. Gathers input from all parties and integrates it to improve the two-way communication.
Communicates concerns regarding any red flags or potential roadblocks to alignment. Maintains open dialogue with all parties and keeps the conflict moving forward, even when there is no clear sign of resolution.
Responsive Management: Encourages team members to take initiative and show persistence.
Puts own "footprint" onto the work environment (e.g., the corporate office department or restaurant). Identifies the next step needed to move forward with problems that arise, and which team member needs to own it. Reacts promptly when team members' issues are brought to their attention. Ensures that each team member steps up to own their portion of the work. Identifies what decisions need to be made and who needs to make them, and escalates when necessary.
Communicating Effectively: Modifies style to meet the diverse needs of the audience (e.g., technical and non-technical). Anticipates challenging questions and prepares answers in advance.
Takes the extra time to listen and deeply understand comments from team members. Leverages intelligence from internal networks to help customize communication to team members. Uses a genuine communication style that builds long-lasting relationships. Speaks with conviction in order to obtain buy-in from team members.
Building Trust: Recognizes both individual efforts and critical milestones for the overall team/department's success.
Quickly identifies and expedites the resolution of team/department morale issues. Uses and encourages open and transparent communication. Demonstrates accountability to the team/department by always having each member's back. Attempts to gain team members' commitment by first earning their respect and trust (e.g., avoids micro-managing). Uses leadership without authority (e.g., "first in authority, last in privilege" mindset).
Must be able to plan and carry out a moderate travel schedule.
Must be able to be on call 24/7.
While performing the duties of this job, the team member is regularly required to sit and talk or hear. The team member frequently is required to use hands to finger, handle, or feel. The team member is occasionally required to stand, walk, reach with hands and arms, repetitive use (or motion) of arms and hands, bend and stoop, and lift up to 10 pounds.
Essential functions are performed in a distribution/manufacturing environment and in accordance with PJ Food Service safety policies/guidelines. The team member may be required to work outdoors in various temperatures, in a noisy environment, near moving mechanical parts, with dangerous equipment or sharp tools, and around fumes, odors, dust, or toxic chemicals
Exciting things are happening at Papa John's corporate restaurants. Work where the best ingredient is YOU!
Great things are happening at Papa John's! If you are looking for a fulfilling career with an international company, flavored with challenging work, mixed with professional development opportunities, a competitive salary and a collaborative team environment, then look no further!
Papa John's seeks people who share our philosophy for success, are looking for quality business practices and meaningful work. All these combine to produce not only the best pizza, but also the best team members!
Papa John's has over 5,000 locations in 44 countries and territories around the world. We offer a competitive benefits and compensation package.
Driven to be the best. Better Ingredients. Better People.