Project Manager

Coordinate the development and release of building projects from both a legal and an executive perspective, aiming at approval by public agencies and execution of work, in accordance with current standards and regulations.

Responsibilities

• Regulatory and Compliance Management: Investigate all kinds of incidents and reports and provide expert advice to more senior colleagues. Minimize risk exposures and ensure adherence with regulatory standards by working with all internal functions to make sure compliance programs are properly implemented.
• Stakeholder Management: Plan and deliver stakeholder engagement activities to develop effective working relationships for projects and to ensure that stakeholder needs and concerns are identified and met.
• Leadership and Direction: Communicate the local action plan; explain how this relates to the function's strategy and action plan and to the broader organization's mission and vision; motivate people to achieve local business goals.
• Performance Management: Develop and propose own performance objectives; take appropriate actions to ensure achievement of agreed objectives, using the organization's performance management systems to improve personal performance. Or manage and report on team performance; set appropriate performance objectives for direct reports or project/account team members and hold people accountable for achieving them, taking appropriate corrective action where necessary to ensure the achievement of team/personal objectives.
• Organizational Capability Building: Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions to build their capabilities. Provide training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
• Requirements Management: Coordinate the identification and elicitation of requirements; conduct analysis of those requirements for completion and alignment; document and manage requirements throughout the life of the project; and coordinate the verification of the end deliverable. Generally done at the level of project phases.
• Project Scope Definition: Manage the delivery of research, workshops, and other activities to support the specification and agreement of project deliverables.
• Project Closeout and Handover: Provide appropriate documentation and training to enable successful transition to business as usual. Identify and record lessons learned to inform future project activity.
• Project Risk and Issue Management: Identify and evaluate risks, issues, dependencies, and constraints associated with the project, escalating matters where appropriate. Where necessary, develop, agree on, and implement solutions to overcome these concerns.
• Client & Customer Management (External): Manage relationships with small clients while also helping senior colleagues manage relationships with larger key clients and customers.

Competencies

• Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. For example, takes immediate, decisive, independent action to resolve issues or problems. Persists as needed. Quickly and consistently identifies and pursues beneficial new opportunities.
• Ensures Accountability – Holds self and others accountable to meet commitments. For example, accepts responsibility for own work, both successes and failures. Handles fair share and does not make excuses for problems. Usually meets commitments to others.
• Communicates Effectively – Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, seeks out others' perspectives and asks good questions. Shares information that people want to know; gives appropriate context and details when speaking.
• Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.
• Customer Focus – Builds strong customer relationships and delivers customer-centric solutions. For example, keeps in contact with customers to ensure problems are resolved, or to improve customer service. Studies customer feedback and emerging customer needs and uses these to determine some creative new ideas.
• Directs Work – Provides direction, delegating, and removing obstacles to get work done. For example, confirms mutual agreement on accountabilities, fostering strong coordination and minimizing duplicated efforts. Communicates delays or problems early so others can manage their own work schedules effectively.
• Persuades – Uses compelling arguments to gain the support and commitment of others. For example, convinces others through a variety of means and methods of persuasion, including well-reasoned rationale. Recognizes when compromise is necessary and shifts approach to accommodate others.
• Drives Results – Consistently achieves results, even under tough circumstances. For example, devotes considerable effort to surpassing goals and achieving the best possible results; goes above and beyond to achieve excellence. Drives ahead with great focus when faced with obstacles and setbacks; maintains productivity and a positive attitude.
• Situational Adaptability – Adapts approach and demeanor in real time to match the shifting demands of different situations. For example, takes steps to adapt to changing needs, conditions, priorities, or opportunities. Understands the cues that suggest a change in approach is needed; adopts new behaviors accordingly.
• Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders. For example, ensures that own efforts meet the needs and requirements of internal and external stakeholders. Works to identify all relevant issues and satisfy the interests of multiple stakeholders during the decision-making process.
• Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity. For example, consistently adheres to organizational policies and practices, even when they are unpopular or inconvenient. Builds trust by honoring commitments and by being open and honest at work.
• Optimizes Work Processes – Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, pays close attention to a variety of metrics and benchmarks; determines both major and subtle ways to optimize processes. Swiftly resolves process breakdowns; takes steps to ensure that problems do not recur.

Skills

• Stakeholder Expectation Management – Works with full competence to identify potential stakeholders, analyze their expectations, and develop strategies for managing stakeholders and their expectations. Typically works without supervision and may provide technical guidance.
• Prioritizing – Works with full competence to prioritize components of a project, program, or portfolio work in context with risks, activities, stakeholders, etc. across the life of the project or program. Typically works without supervision and may provide technical guidance.
• Project Communications Management – Works with full competence to ensure timely and appropriate planning, collection, creation, distribution, storage, retrieval, management, control, archiving, and disposition of project information. Typically works without supervision and may provide technical guidance.
• Manages Resistance – Works with full competence to identify, address, and navigate opposition or reluctance effectively, fostering a collaborative environment and facilitating positive outcomes in the face of resistance. Typically works without supervision and may provide technical guidance.
• Business Requirements Analysis – Works with full competence to express user needs in terms of business requirements, identify current capability of the business to deliver, conduct build or buy analyses, and recommend preferred approach. Typically works without supervision and may provide technical guidance.
• Requirements Creation and Verification – Works with full competence to create the rules for requirements and design quality, perform verification activities, and maintain quality control. Typically works without supervision and may provide technical guidance.
• Project Estimating – Works with full competence to estimate each of the components of project, program, or portfolio work, including costs, activity durations, resource needs, risks, stakeholders, etc. across the life of the project or program. Typically works without supervision and may provide technical guidance.
• Project Scope Management – Works with full competence to identify, verify, and manage changes to the scope of the project or program, utilizing the most appropriate approach. Typically works without supervision and may provide technical guidance.
• Requirements Traceability and Management – Works with full competence to manage the documentation, archiving, traceability, changes, and approvals of requirements throughout the project life cycle. Typically works without supervision and may provide technical guidance.
• Issue Management Techniques – Works with full competence to resolve identified issues promptly and sustainably by utilizing the organization's issue management systems, solving problems, identifying root causes, implementing corrective actions, deploying preventative strategies, and monitoring and reporting on the progress of open issues. Typically works without supervision and may provide technical guidance.
• Data Collection and Analysis – Works with full competence to determine and analyze trends from data that is collected to assist in compiling reports that will help in decision-making. Typically works without supervision and may provide technical guidance.
• Document and Model User Requirements – Works with full competence to utilize the appropriate modeling tool(s) to diagram the requirements from data and state changes, process and process improvements, as well as use cases and user stories. Typically works without supervision and may provide technical guidance.
• Requirements Elicitation and Facilitation – Works with full competence to lead facilitated sessions for requirements elicitation, focus groups, and user acceptance testing. Typically works without supervision and may provide technical guidance.
• Validate Requirements – Works with full competence to identify assumptions in order to manage risk, assess the success with measurable evaluation criteria, and evaluate alignment of requirements with solution scope to support value delivery. Typically works without supervision and may provide technical guidance.
• Project Management – Works with full competence to plan and manage small project work assignments within desired cost, time and quality parameters. Typically works without supervision and may provide technical guidance.

Education

• Bachelor's Degree or Equivalent Level

Experience

• General Experience: Substantial general work experience together with comprehensive job related experience in own area of expertise to fully competent level. (Over 6 years to 10 years)
• Managerial Experience: Experience of supervising and directing people and other resources to achieve specific end results within limited timeframes (13 months to 3 years)

Traits

• Need for Achievement – A tendency to work intensely to achieve and exceed difficult standards.
• Focus – Preference for organization, procedure, and exactitude.
• Adaptability – Comfort with unanticipated changes of direction or approach.
• Persistence – A tendency toward passionate and steadfast pursuit of long-term goals, in spite of obstacles, discouragement, or distraction.
• Composure – The ability to stay calm and poised in stressful, difficult, or ambiguous situations.
• Sociability – The natural inclination to engage with and interact with others.
• Tolerance of Ambiguity – Comfort with uncertain, vague, or contradictory information that prevents a clear understanding or direction.
• Confidence – The degree to which a person is convinced that they control the course of events in their lives.
• Curiosity – The extent to which a person is likely to tackle problems in a novel way, see patterns in complex information, and pursue deep understanding.
• Openness to Differences – A desire to consider and explore differences in perspective, thought, and experience of persons from a variety of backgrounds.
• Credibility – The degree of consistency between a person's words and actions.
• Assertiveness – The degree to which people enjoy taking charge and directing others.
• Affiliation – A preference for aligning with a larger team or organization toward a common goal.
• Optimism – The degree to which people are comfortable with themselves and positive about life.
• Empathy – Being attuned to others' feelings,motivations and concerns.
• Situational Self-Awareness – The ability to stay attuned to one's own experiences, motivations, and reactions in the present moment.
• Trust – An expectation of honesty and forthrightness on the part of oneself and others.
• Influence – The ability to motivate and persuade others.
• Humility – The degree to which a person is seen as courteous, free from self-absorption, and easy to get along with.
• Risk-Taking – A willingness to take a stand or take chances based on limited information.