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Operations Manager Job Description

How to Hire an Operations Manager

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Operations Manager Job Description

We are recruiting for an Operations Manager to join our leadership team. You will be in charge of providing inspired leadership for the operation for one of our organisation’s lines of business, which involves making important policy and strategic decisions, as well as the development and implementation of operational policies and procedures. You will also work with our Human Resources department with recruiting, when necessary and help promote a company culture that encourages morale and performance.

Operations Manager Duties and Responsibilities

  • Bachelor’s degree in operations management or related field.
  • Experience in management, operations, and leadership.
  • Understanding of general finance and budgeting, including profit and loss, balance sheet and cash-flow management.
  • Ability to build consensus and relationships amongst managers, partners, and employees.
  • Excellent communication skills.
  • Solid understanding of financial management.

Operations Manager Skills and Requirements

  • Provide inspired leadership for the organisation.
  • Make important policy, planning, and strategy decisions.
  • Develop, implement and review operational policies and procedures.
  • Assist HR with recruiting.
  • Help promote a company culture that encourages top performance and high morale.
  • Oversee budgeting, reporting, planning, and auditing.
  • Work with senior stakeholders.
  • Ensure all legal and regulatory documents are filed and monitor compliance with laws and regulations.
  • Work with the board of directors to determine values and mission, and plan for short and long-term goals.
  • Identify and address problems and opportunities for the company.
  • Build alliances and partnerships with other organisations.
  • Support worker communication with the management team.
  • Bachelor’s degree in operations management or related field.
  • Experience in management, operations, and leadership.
  • Understanding of general finance and budgeting, including profit and loss, balance sheet and cash-flow management.
  • Ability to build consensus and relationships amongst managers, partners, and employees.
  • Excellent communication skills.
  • Solid understanding of financial management.

Personalising Your Operations Manager 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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