Senior Director of Center for Excellence in Houston, TX at BakerRipley

Date Posted: 5/7/2020

Job Snapshot

Job Description


• Develop the ability to track, measure, and report on the performance of the team's initiatives across all areas of its efforts, as well as specific metrics within the organization itself within 2-3 months of assuming the position

• Oversee the continuous tracking and refinement of the organization's long-term strategic plan, recommends adjustments to support agency strategies and objectives and presents regular updates to the Executive Leadership Team

• Contributes to the organization's short-term and long-term organizational health by managing and executing projects that lead to sustained operational efficiency and success

• Drive continuous process improvement, streamlining organizational complexity and materially affecting cost and operational efficiency; utilizing an approach that is grounded in both data and process, manages the prioritization, evaluation and achievement of consensus to develop, manage and implement programs that are built for sustained operational and financial success.


• Lead a team in exploring and adopting new programs, tools, techniques, and best practices in program planning, evaluation, and strategic planning

• Maintain an awareness of the latest industry trends, established practices, and emerging thought streams related to the key functions of the department

• Optimizing the organization or practice by centralizing resources with high-demand and unique knowledge or skills and streamlining their contributions across a wide range of areas including programmatic and operational departments at BakerRipley

• Improving program impact through the identification and development of best practices

• Identifying and reducing duplication of effort across initiatives within the agency

• Provide support to Program Leadership on program design and delivery to maximize program effectiveness.

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)