Workforce & Project Governance Coordinator

Job Description

Kraft Heinz - Winchester

Workforce & Project Governance Coordinator Job Description

Department: Operations     

Position Type: Hourly                    Hourly Wage: $31.99

Function: Operations

The statements included in this Position Description reflect, in general, the duties and responsibilities of this position and are not to be interpreted as being all inclusive. The focus should be on the position and not the current incumbent.

SUMMARY: The Workforce Scheduling Coordinator owns site workforce scheduling and owns the governance of all improvement initiatives across the plant through our KHMS Road to 85% initiative.

This role is the central coordination point between Operations, HR, the Training department, CI and Finance on scheduling of workforce, attendance, staffing, training and all improvement projects. This role reports to the Manufacturing Manager

What Success Looks Like (Key Outcomes):

1.      Indeavor schedules are accurate, current, and aligned to qualifications; Dayforce matching exceptions reduced and resolved quickly. Attendance tracked and Staffing aligned and well coordinated between operations / training and HR

2.      All improvement through our KHMS Road to 85% initiative governance cadence runs consistently (meetings held, agendas/notes/actions maintained, escalation happens early)

3.      Actions and milestones do not slip without visibility, owners, and countermeasures

4.      Project go-lives are tracked with CI and Finance to confirm realized value vs expected value, and learnings are captured for future waves

PROFICIENCIES / ABILITIES:

1.      Strong governance discipline (cadence, follow-through, action management)

2.      Detailed oriented and data comfort (spreadsheets, trackers). Ability to translate data into priorities

3.      Ability to hold peers / owners accountable without direct authority

4.      Systems mindset and continuous improvement orientation

5.      Safety and Quality orientation

6.      Comfortable with systems like Indeavor, Zarpac to drive day to day work output

KEY RESPONSIBILITIES:

1) Workforce scheduling systems ownership (Indeavor / Dayforce)

• Own Indeavor labor planning and scheduling tool performance for the site

• Load demand and maintain schedule inputs required for weekly labor planning

• Ensure qualification cards are current so employees are scheduled into qualified roles

• Manage moves per standard crewing and update schedules accordingly

• Flag coverage gaps and coordinate resolution with Process Owners

• Monitor schedule-to-timekeeping alignment (Indeavor ↔ Dayforce), surface issues, and drive closure with the right partners

2) KHMS “Road to 80%” program governance (90-day plan)

• Own the governance model and operating cadence for Road to 80% projects

• Ensure projects have the right level of change management approvals and communication of these change management are on time and to the right stakeholders

• Ensure the right meetings happen on time, with the right attendees, and that discussions stay effective and decision-oriented

• Maintain project timeline visibility (milestones, owners, due dates) and drive action closure

• Escalate risks early when actions fall behind or dependencies are blocked

• Standardize meeting agenda, action logs, and follow-up expectations across the program

3) Benefits tracking and effectiveness verification (CI / Finance / Engineering)

• Work with individual teams to identify expected value

• Partner with Continuous Improvement, Finance and Engineering to validate expected value for projects before go-live

• Build/maintain a simple effectiveness tracking approach post go-live (actual vs expected)

• Surface gaps between expected and realized value and coordinate problem-solving/adjustments with owners

• Capture and share learnings to improve future project selection and execution

4) Cross-functional coordination (Operations / HR / Training)

• Act as a central point between Operations leadership, HR, and Training for staffing readiness (hiring → onboarding → training → sign-off) as needed to support coverage and capability

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