Product Design Manager

Product Design Manager

The Product Design Manager is responsible for requirements gathering and aligning those requirements to one of the standard vertical solutions for NFI's tier 1 and tier 2 WMS products - Manhattan and Softeon. This role is responsible for the design lifecycle for all new business or change requests; as well as administration of the document management tools and processes (Navex) used to document the product design, gather input from different stakeholders, approve design decisions and gaps, and facilitate product feature change management. The Product Design Manager ensures the design and solution for each implementation or change request will meet the needs of NFI's customers and end users as well as drive profitability and efficiency. This position sits within Distribution Operations, interfaces closely with IT, and reports to the Senior Manager or Director of Product Design.

Responsibilities

• Serve as the primary day-to-day contact for NFI leaders and offshore workforce partners.
• Coordinate new workforce requests, onboarding, transfers, replacements, compensation changes, and offboarding activity.
• Track open requests and ensure timely follow-up and resolution.
• Maintain accurate offshore workforce rosters, reporting relationships, cost centers, and other program records.
• Support leaders with questions related to offshore workforce processes, performance concerns, and employee lifecycle activities.
• Monitor offshore partner responsiveness, service levels, and adherence to established program expectations.
• Coordinate resolution of operational issues and escalate recurring or significant concerns as appropriate.
• Support invoice review and resolution of billing discrepancies with business leaders, Finance, and offshore partners.
• Maintain reporting related to headcount, hiring activity, turnover, open requests, and partner performance.
• Participate in regular partner meetings and track follow-up actions.
• Maintain program documentation, procedures, and training materials.
• Identify process gaps and recommend improvements to Workforce Strategy leadership.
• Support implementation of approved program changes and continuous-improvement initiatives.
• Lead the development and maintenance of Statements of Work (SOWs) for each offshore workstream, partnering with business leaders and offshore partners to clearly document role responsibilities, scope of work, expected deliverables, and service expectations.
• Establish and document measurable KPIs for each workstream to evaluate performance, service quality, and delivery against agreed-upon expectations; monitor results and coordinate action plans when performance falls below expectations.

Qualifications

• Bachelor's degree in Business, Human Resources, Management, Operations, or related field preferred, or equivalent experience.
• 4–6 years of experience in program coordination, workforce management, vendor management, HR operations, staffing, outsourcing, or related responsibilities.
• Experience supporting outsourced, offshore, contingent, or external workforce programs preferred.
• Strong organizational, relationship-management, and problem-solving skills.
• Strong attention to detail and follow-through.
• Ability to manage multiple priorities and independently drive day-to-day issues to resolution.
• Strong written and verbal communication skills.
• Experience with workforce reporting, invoicing, vendor administration, or process management preferred.
• Ability to work across multiple business units, stakeholder groups, and time zones.

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)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

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