Job Overview
The Transformation Program Director is responsible for bringing people, technology, and ideas together to drive value creation forward. The business transformation director is the supervising member of the digital transformation team. This role design and enable solutions to realize automation roadmap, establish and maintain positive relationship with technology specialists and global process owners, ensure strong project execution and finally support partner teams on automation ideation, technology design or implementation inquiries and automation and business findings of the future. As a member of the transformation team, this individual is expected to establish thought provoking lines of questioning across departments and teams and challenge the norm in their respected areas to drive a transformational mindset across the organization.
The successful candidate will offer a collaborative working style, exceptional interpersonal skills, willingness to adapt and embrace change, and sound business judgment. Supports the implementation of transformation strategy in order to achieve business benefits with a focus on high-level specification and the why and what of transformation.
Duties and Responsibilities
Leadership

• Independently leads multi-disciplinary teams through complex transformational change initiatives, or strategically important short-term engagements for senior management that deliver business outcomes.
• Contribute and maintain the enterprise-wide transformation program and objectives and roadmap.
• Provide strategic mentorship to team members on standard processes for project management.
• Demonstrated initiative in the development of self, others, and overall organization through continuous learning, sharing of best practices, knowledge, and expertise.
• Build, foster, and manage relationships with internal and external partners, workstream team leads, vendor partners, and key decision-makers across the organization.

Process

• Develop and maintain project and program management processes, procedures, and tools to ensure consistency and efficiency across the portfolio.
• Support the identification and tracking of risks and issues raised throughout the project lifecycle, including developing mitigation strategies and contingency plans with the workstream team leads.
• Track key performance indicators (KPIs) to gauge the success of the transformation initiatives.
• Assess and manage risks that come with the projects of business transformation.
• Analyze and monitor metrics and data to assess how digital attempts have fared.

Planning

• Support the development and monitoring of the implementation project portfolio, including project planning, resource management, and budget management and post-go-live support plan to ensure a smooth transition of the project into ongoing support operations.
• Owns reporting, planning, and budgeting for the program.
• Facilitate meetings with appropriate IT staff to devise a solution/workflow/prototype that will address and satisfy the business requirements.
• Identify industry trends and their impact on the Citadel.
• Ability to understand the evolving landscape of credit Unions and the financial services industry.

Reporting & Administration

• Efficiently and competently manage problemswhen things go off plan (due to scope-creep, changed requirements, missed deadlines etc.) bring them back on plan or create a new plan with the assistance of key-stakeholders.
• Evaluate deliverables prepared by the team to make sure the work meets requirements and maintains a high level of quality.
• Constantly monitor and report on the progress of a project to all stakeholders
• Strong leadership and communication skills, both cross-functionally and within teams

Qualifications and Education Requirements

• Minimum of 5 years of related experience in program management and transformation.

• Banking experience preferred.
• Candidates must be comfortable developing and deploying company-wide initiatives, programs, and processes, managing multiple priorities, and possess strong communication and interpersonal skills. Successful individuals will possess a proven history of, anticipating challenges and providing solutions that add value.
• Experience and/or interest in process re-engineering and/or experience design.
• Experience working in/with an agile development team.
• Comfortable working with VP and executive level stakeholders in delivering and communicating on strategic marketing initiatives.
• Strong analytical and data-driven decision-making skills.
• Experience working with credit bureaus and/or bureau sourced data.
• Ability to influence and interact effectively at all levels of management both internally and externally with our partners and vendors.
• Proficient withMicrosoft Excel, marketing automation platforms, and data manipulation and visualization tools like Tableau or Microsoft BI.
• Experience in permission-based marketing to ensure compliance with privacy rules & regulations.
• Willing to learn web-based programs and technology that support Citadels activities and operations.
• Extremely well-organized, goal-oriented, and very high attention to detail
• Must be task oriented and an initiative-taker.
• Willing to learn and confident in proposing innovative ideas to management.
• Experience with demand generation, database marketing and segmentation for email and campaign marketing.
• In-depth knowledge of marketing metrics. Must be data-driven, highly disciplined, and self-motivated.
• Comfortable working independently.
• Bachelor's degree in marketing or related field preferred

Additional Skills

• Excellent attention to detail
• Exceptional written and oral communication skills.
• Ability to manage multiple tasks on pressing timelines.
• Ability to work collaboratively and independently as situations warrant.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)