Manager, Strategic Initiatives

Position: Manager of Strategic Initiatives Compensation: Pursuant to state regulations, the salary range is $80,000-$100,000 plus bonus potential. Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts. Role Overview The SIT Manager is a high‑octane execution specialist. You are responsible for the day‑to‑day management of SIT workstreams and the direct facilitation of Tiger Team sprints. While the Director manages the "What" and "Who," you own the "How." You act as the connective tissue between corporate strategy and asset‑level reality, ensuring that SIT projects are not just "launched," but deeply integrated into the company’s operational fabric. The SIT Manager is someone who has the right aptitude and baseline skillset to grow into a Director of Strategic Initiatives, but who does not currently have the necessary experience to operate at that level. Key Responsibilities Sprints & Deliverables Ownership Manage the tactical project timeline for active Tiger Teams. You are responsible for identifying "blockers" and resolving them efficiently and effectively. Produce the "Artifacts" of the SIT: Drive the work with functional owners within the company to produce process maps, standard operating procedures (SOPs), and the training materials required for successful handoff. Data‑to‑Truth Synthesis Map the "as‑is" state of failing processes and design the "to‑be" state. Maintain the "Source of Truth" for initiative tracking, ensuring that OKRs and KRs are updated with real‑time field data. Act as the primary feedback loop between the field and the SIT, identifying operational friction points that corporate leaders might miss. Field‑Level Alignment Spend time in the trenches to facilitate SIT pilots. You are the face of the SIT to the managers of the organization. Lead focus sessions with departmental staff to unblock specific operational constraints. Convert strategic theory into "The Cardinal Way" documentation that site‑level teams can actually use. Transition Architecture Get to Done: When a project moves from SIT to a functional owner, you ensure that all documentation is "Board‑ready" and that the functional owners have a plan to train the impacted teams on the "how" and maintain the win for the company. Required Skills Operational Expertise: Former operational leader with significant real estate operations exposure. Agility: Adaptive operating style capable of shifting from peace time planning to war time roadblock clearing. Extreme Ownership (No Ego): You are the type of leader who is happy to spend four hours cleaning a messy spreadsheet or sitting with a Maintenance Team Member to understand a workflow. You find your win in the solution, not the spotlight. Scrappiness & Ingenuity: When a standard corporate tool fails, you find a way to build a workaround. You thrive on making it work with the resources at hand. Radical Candor: Because the SIT is flat, you are expected to challenge assumptions regardless of who they come from. You lead with data and facts to provide the truth to the team. Emotional Intelligence (EQ): You are a guest in other people's departments. You must lead through influence and helpfulness, ensuring departmental staff feel supported by your presence, not threatened by it. Success Metrics for SIT Manager NOI Acceleration: NOI lift attributable to completed initiatives EBITDA Performance: Completed initiatives contribute to company EBITDA growth Decision Velocity: Reduction in the lag time between a Board directive and the first field‑level implementation Handoff Success: % of SIT‑built solutions that remain operational and "green" 6 months after being handed to the functional owner. Company Performance: Executive confidence in visibility to company performance at the business unit level #J-18808-Ljbffr Cardinal Group Companies