Chief Operating Officer Job Description
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Chief Operating Officer Job Description
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As the Chief Operating Officer (COO), you will oversee the organisation’s ongoing operations and procedures. The COO reports directly to the Chief Executive Officer (CEO) and establishes policies that promote company culture and vision thru its operations. You will be responsible for the overall efficiency of the business, including maintaining control of diverse business operations and establishing and ensuring compliance with a set of policies and processes.
The Chief Operating Officer leads employees and encourages maximum performance and dedication. This is a high-visibility position, requiring strong communication skills and being called upon to positively represent the organisation in the community and in the media. You will maintain the highest level of integrity and lead by example in all areas.
Chief Operating Officer Duties and Responsibilities
- Provide day-to-day leadership and management
- Responsible for driving company success to achieve and surpass sales, profitability, cash flow, and business goals and objectives
- Excellent interpersonal, presentation, and public speaking skills
- Dedication to building and growing a solid and stable workforce
- Ability to present the company and its products publicly
- Outstanding organisational and leadership abilities, including the ability to recognise and cultivate rising talent
- Collaborate with the leadership team and staff to implement plans for operational infrastructure
Chief Operating Officer Skills and Requirements
- Experience as a Chief Operating Officer or a similar role
- Understanding of data analysis and performance metrics
- High-level understanding of all business functions
- Demonstrable competency in business planning and development
- Aptitude in sound decision-making and problem-solving in pressure situations
Personalising Your Chief Operating Officer Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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