The Region Workplace Service Director is accountable for the CREWS (Corporate Real Estate and Workplace Service) performance outcomes for the HP Real Estate portfolio in the Americas. He/she is accountable for the governance of all real estate delivery functions within a region, including but not limited to transaction management, tactical planning, design & construction, facility management and services, and local client relationships.
The Region Workplace Service Manager is accountable for developing and implementing strategies to deliver continuous improvement through implementation of best practices, for execution of transformation and transition projects and for managing service provision through strategic partners and local vendors.
The Region Workplace Service Director will develop strong, trusting relationships with senior leaders in the region and support their team members to achieve a trusted advisor status.
Key Responsibilities
People
Creates an environment where people management and development is the number one priority
Driving a high performance culture
Actively communicates and cascades the CREWS business strategy, plans and values
Empowers, manages, coaches and mentors direct reports and others in the organization
Ensures individual goals of direct reports align to global goals
Provides ongoing performance feedback
Provides feedback to career development and creates career development plans
Identifies key talent
Responsible to improve Employee engagement
Customer/business engagement
Key contact for senior business management at a region level (L1 & L2 levels)
Communicates CREWS strategies, obtains feedback from region and business management and provides feedback/learnings to global CREWS management and strategic functions
Supports business analysis with required CREWS data
Supports location strategy analysis
Financial
Accountable for the total CREWS cost envelope (operations, excluding EHS, Security, switchboard, reception) in the region
Manages the portfolio in line with financial KPI’s (Cost/HHC, Space HHC, Cost/sft)
Ensures financial policies (e.g. procurement policy, fixed assets/Capex, tax, …) standards and guidelines are met
Supplier management
Manages overall performance of supplier according to KPI’s and CREWS standards, takes corrective actions if required
Adjusts KPI’s where necessary
Reviews corrective action item log, ensures reported issues are solved
Ensures supplier contract reflects portfolio changes and is up to date
Manages above base requests from supplier
Reviews and approves service level changes
Monitors and ensures preventive maintenance is delivered according plan
Coordinates end of life equipment replacements
Ensures data managed by the supplier are accurate and up to date:
CAD space data
MyMCS
Utilization studies
HARA (waste management and utility system)
Ensures delivery staff understands the contract, key KPI’s, base versus above base
Ensures supplier staff on site has required skills & behaviors
Coordination
Coordinates staff across the CREWS functions for projects, such as metro plans, construction and refurbishment projects
Allocates internal and external resources to projects and tasks
Coordinates partner organizations (IT, HR, tax, finance,…) as required
Candidate Overview:
Real Estate professional with 12+ year experience in an international environment.
Ability to work in a fast-paced business environment.
Strong relationship management, analytical, problem solving, business planning, financial management, strategic, communication, influencing and presentation skills.
Strong team leader, able to work with virtual global teams in a matrix organization.
Strong communication skills.
Knowledge of the high tech industry.
Willing to make tough/unpopular decisions, but respected by internal and external business leaders.
Master's degree in Business, Engineering, Corporate Real Estate Facilities Management or related field
Key Leadership Characteristics
Strategic Thinking and Planning – Must be comfortable working both at the conceptual and detailed levels, so that they can make informed decisions and work effectively with senior business leaders, technical experts and cross-functional teams demonstrating deep functional knowledge and business acumen. Ability to pro-actively develop strategies and solutions and achieve buy in. Ability to understand business needs, speed to execute, ability to add value, and mitigate risks (i.e. right type of site, right size, in the right condition, at the right location, at the right price, with the right own vs. lease decision, etc.)
Relationship Building - Ability to build key relationships inside and outside of organization to ensure partnership at all levels of leadership. Become a business solution partner, trusted advisor, and get a seat at the leadership table of the businesses served
Influencing- Seeks to understand the level, needs, concerns, hot-buttons, and interests of the businesses served prior to delivering messages or conveying ideas. Does not invoke position authority to compel business leaders to follow his/her lead.
Motivating/Developing Talent - An orientation towards coaching and mentoring others in real time; takes time to get to know their team and addresses each individual's specific motivators; able to connect with and relate to multiple cultures.
Communication- Clearly and effectively communicates with the organization, ensuring that the organization's strategic priorities continue to be understood and implemented at every level.
Goal Accountability - Ability to develop clear goals, track and manage progress, and deliver consistent results are baseline qualities for GRE leaders.
Decisiveness - Proactive in terms of decision making instead of always reacting to actions.
Innovative - Thinks of new ways to complete tasks and solution against business need
Risk Taking - Ability to balance taking some risk around doing things differently without putting the company at a huge risk.
Listening and Receptivity - Listens to others, asks questions to learn from others; is inclusive in communications with others, seeks to involve and collaborate with employees/ teams.
Collaborative & Flexible - Motivated, strong interpersonal skills/team player who is able to accept direct feedback. A team player who has worked in matrixed organization and is able to drive results and actions through working with regional leads.
Geographic Diversity - Ability to adapt and relate to a global, diverse and multi-cultural environment. Awareness of impact of local rules and regulations and the capabilities of the marketplace and incorporating and seeking appropriate advice to understand them,
External Perspective - Understands the business drivers, requirements and strategic priorities of key customers.
Workplace Experience - Ability to develop and implement strategies that improve ability to attract and retain top talent, improve productivity and collaboration and improve employee engagement.
HP Leadership Attributes:
The candidate must exhibit these HP leadership attributes:
Always Accountable. Commits and delivers with integrity, transparency and quality. Makes timely decisions and takes action.
Will to Win. Demonstrates urgency, taking thoughtful risks. Keeps it simple, lean & efficient.
Passion for Customers. Acts as a trusted partner, providing relevant advice. Integrates innovation and quality to fulfill customer needs.
Highly Capable and Innovative. Solves complex problems with innovative products & solutions. Strives for continuous improvement & quickly adapts to changes.
People and Team Developer. Values and develops employees to be highly successful. Puts One HP first and collaborates to create business value
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