Distribution Center Operations, Sr. Manager

Bring your heart to CVS Health. Every one of us at CVS Health shares a single, clear purpose: Bringing our heart to every moment of your health. This purpose guides our commitment to deliver enhanced human-centric health care for a rapidly changing world. Anchored in our brand — with heart at its center — our purpose sends a personal message that how we deliver our services is just as important as what we deliver.
 
Our Heart At Work Behaviors™ support this purpose. We want everyone who works at CVS Health to feel empowered by the role they play in transforming our culture and accelerating our ability to innovate and deliver solutions to make health care more personal, convenient and affordable.

Overview
The Distribution Center Operations, Sr. Manager is responsible for the overall performance of an assigned distribution center building(s). In conjunction with the Director this role will support the strategy to create and maintain a first-class employee experience with a focus on talent development, employee engagement, staffing and retention, and learning and training. This role will also support the facility strategy around operational activities to achieve profit and expense goals, provide the highest possible service to the market customer base, ensure compliance with corporate policies and government regulations, and provide a work-environment conducive to superior productivity, safety, and quality.

What you will do:

Operational Execution:

• P&L responsibility for assigned departments within the DC.
• Ensure timely, secure, accurate deliveries of DC products/services through optimum deployment of courier/delivery resources within expense/profit target parameters in all market and labor conditions.
• Partner with HR support resources to achieve staffing targets through creative recruiting methods such as job fairs, external advertising, temporary staffing agencies, cross-training, etc. Minimize overtime for colleagues.
• Create & maintain strong relationships with field store partners, corporate partners, asset protection, and transportation to bridge service gaps and resolve concerns.
• Achieve all DC productivity, key performance and quality metrics, partnering closely with all supply chain teams/support partners to drive continuous improvement.
• Partner with Talent Acquisition, hiring center, and HR Manager resources to achieve staffing and retention targets through creative recruiting methods such as job fairs, external advertising, temporary staffing agencies, cross-training, etc. Minimize overtime for colleagues.
• Ensures compliance with all government regulations and statutes in the areas of DEA, OSHA, employment, wage & hour, and EEO/AA, and more.

The Colleague Experience:

• Ensure appropriate floor presence, engaging with colleagues and front-line leaders to stay abreast of feedback and concerns, while validating execution of critical action items.
• Ensure strong communication channels throughout all levels of leadership and colleagues within the DC, inclusive of consistent follow-up with action items and feedback.
• Partner with HRBP to drive a colleague engagement strategy for the total DC. Provide creative flexibility for leadership team to drive engagement within their own teams, leveraging survey data to create action items.
• Create an “always on” engagement mindset within team continually asking how we are acting on colleague feedback throughout the year.
• Partner with Director for succession planning, talent management processes to grow, develop, and retain talent. Ensure a best-in-class training experience for all DC colleagues, providing the opportunity for colleagues to be successful. Partner with training and HR resources to enhance training and talent outcomes.
• Hold self and team accountable to develop a continuous improvement mindset with all operational processes and metrics while also looking for opportunities to enhance employee experience metrics such as annual engagement scores, retention, turnover, overtime, and more. Set targets for improvement and ensure an ownership mindset at all levels of the team.
• Drive an inclusive culture at all levels of the DC.
• Create a strong partnership with the HR Manager, and Training Coordinator to design and drive a comprehensive people strategy for the DC and assign accountabilities with teams. Meet regularly to measure results.

Strategic Planning:

• Assign appropriate timelines and accountabilities for items, empowering the team to drive action steps to completion.
• Leverage thought partners (HR Manager, corporate partners, peers, team, etc.) as needed to create and revisit the strategy.
• Navigate ambiguity and change to achieve goals despite