Here at J.W. Speaker, we live by the words “Driving Technology, Building Bright Futures.” Our technology focus has been instrumental in our success for nearly 90 years, and has allowed us to experience significant growth for more than a decade! However, we couldn’t keep our eye on technology without people who are DRIVEN TO SEE MORE!

OUR IDEAL CANDIDATE: The Director of IT at J.W. Speaker is critical to our organization, as he/she is one of our technology drivers. You would be someone who can create (and effectively communicate) the vision for IT in our organization, integrate all our systems, and drive our technology forward, utilizing best practices and the appropriate governance. You would also be a big-picture, systems thinker. Ideally, you would have experience in the following:

• A manufacturing environment. If not manufacturing, experience with a company who utilizes an ERP system is a must. In our wildest dreams, you would know Syteline – our ERP system.
• You will love to lead, and will have at least 5 years of experience leading an IT team. We have a great team of IT professionals for you coach, mentor, and develop. Not only them, but you are leading our entire organization when it comes to our technology needs!
• You need to have integrity, a strong business acumen, excellent customer service, project management, listening skills (how else will you learn what your customers need/want?), and a sense of humor to balance it all out.
• A Bachelor’s degree in Information Technology or a related field
• Microsoft SQL Server experience is a must. (SQL DBA/Admin experience)

HOW YOU WILL MAKE A DIFFERENCE:

You will INNOVATE:

• By implementing the development of technology standards and governance processes
• By directing the effective integration of multiple networks, facilities, and communication capabilities deploying systems that are flexible, scalable and appropriately sized
• By establishing, communicating, and executing IT strategies in support of the JWS strategy and major corporate initiatives serving as internal business IT and process consultant. This includes driving efficiencies thru automation and integration initiatives promoting “system thinking” and following the USA approach (Understand, Simplify, then Automate)

You will EXPLORE:

• By developing controls to ensure system security, reliability, redundancy, and data integrity and privacy
• By defining and developing ERP module owners (experts within our core business system) to increase system usage and waste elimination to make work easier

You will PERFORM:

• By managing risks through the effective design, delivery and management of I&T capabilities
• By establishing processes and controls to achieve customer satisfaction, efficiency, reliability, utilization, understanding and upgradability
• By providing direction and alignment of zone – analyzing workflow, establishing priorities with deadlines, and reinforcing adherence to standards
• By building capability and capacity of IT talent through acquisition, development and performance management
• By supporting customers with multi-site, multi-shift requirements
• By maintaining IT Roadmap and facilitating annual A3 and zone goals
• By providing strategic direction and oversight for the design, development and operation of IT systems and programs that fulfill the needs of the business, including enterprise architecture management, application management, security, risk management, infrastructure, and operations support management

Experience

• SQL server
• 5 year(s): IT Leadership

Education

• Bachelors or better in Information Technology or related field

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)