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Enterprise Agile Coach

Posted about 2 months ago

  • Function: Agile
  • Job Ref: 231539

Our industry leading Dallas based client is seeking an Enterprise Agile Coach for a direct hire or contract to hire opportunity. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

  • Works as an advisor, coaching leaders and teams on adapting agility to the environment.
  • Must be comfortable focusing on Scrum and working with multiple Scrum teams as an Enterprise Coach--faciliating workshops and coaching teams
  • Helps design, lead, and implement an effective Agile transformation for the organization.
  • Create and drive the change management plan by identifying potential people-side risks and anticipated resistance points and developing specific strategies to mitigate and address concerns.
  • Provide education, guidance, and recommendations to agile team members, architects, management, and business partners by clarifying roles and responsibilities and offering support, as necessary.
  • Experience applying a wide variety of well-documented patterns and techniques for filling in the intentional gaps left in the various agile practices.
  • Help the organization or line of business realize the benefits of agility by providing thought leadership in designing an agile operating model (i.e., an operating model that amplifies adaptability and responsiveness).
  • Assesses the agile maturity of the teams and organization and coaches the team(s) and organization to higher levels of maturity at a pace that is sustainable and comfortable for the team and organization that moves toward an agile operating model.
  • Establishes and guides the organization to take a holistic view of agile metrics, beyond development and delivery to customer outcomes and business impact.
  • Maintains information radiators and team tools.
  • Serves as a subject matter expert with training and developing content on Agile, Scrum, Kanban, and other agile practices at a level accessible to beginners and diving deep for advanced topics.
  • As an established agile practice leader, you guide the setup of the Agile CoE within the organization with Agile best practices.
  • Stays well-informed with industry best practices and helps with their implementation.
  • In collaboration with our client's Leadership, manages and drives the overall Agile strategy and roadmap and fosters an environment of continuous learning and improvement.
  • Builds and drives the change process for both processes and people (i.e., helps others understand the need for change with a bias toward action, clarifies the future state, gains buy-in, brings visibility to and celebrates the small wins, and institutes the new behaviors).
  • Provides hands-on guidance to teams and fellow Scrum practitioners.
  • Helping leadership evolve from the old operating system to a new operating system.
  • Performs other duties as assigned.

SUPERVISORY RESPONSIBILITIES:

  • May provide formal supervision for 0 - 2 employees within single functional or operational area.
  • Prepares and delivers performance appraisal for staff.
  • Recommends staff recruitment, selection, and performance management feedback to Technology Management for indirect reports and/or junior team members.
  • Mentors and coaches team members (direct and indirect) to further develop competencies.
  • Leads by example and models behaviors that are consistent with the company's values.

EDUCATION and EXPERIENCE:

  • Bachelor's Degree (BA/BS) or equivalent from four year college or university in Communications, Operations, Business, Technology or related degree, plus a minimum of 9+ years related work experience; or equivalent combination of education and experience (equivalent work experience = 2 years experience for every year of higher level education).
  • Typically possesses 12+ years of combined business and/or technology experience within an Agile environment.
  • You have 10+ years of experience collaborating effectively with creatives, engineers, and business people.
  • "Entrepreneurial and a self-starter in driving co-creation for the right environment and practices.
  • Requires technical and business knowledge in multiple disciplines/processes.
  • Has strong organizational change management skills.

CERTIFICATES and/or LICENSES:

  • Has at least 1 of the mid-level certifications A-CSM, PSM2, CSP-SM.
  • Additional certifications: ICP-ACC, PSM 2 or A-CSM, PSPO 2 or A-CSPO, KPM 1, LESS, Safe, Scrum@Scale, or Nexus, Prosci Change Management, ICP-ACT, CAL1, ICP-ENT, ICP-ORG.

COMMUNICATION SKILLS:

  • Ability to comprehend, analyze, and interpret the most complex business documents.
  • Ability to respond effectively to the most sensitive issues.
  • Ability to write reports, manuals, speeches and articles using distinctive style.
  • Ability to make effective and persuasive presentations on complex topics to employees, clients, top management and/or public groups.
  • Ability to motivate and negotiate effectively with key employees, top management, and client groups to take desired action.

FINANCIAL KNOWLEDGE:

  • Requires in-depth knowledge of financial terms and principles.
  • Reviews complex financial/business analysis and reports prepared by subordinates.
  • Ability to analyze the most complex business/financial data and develop innovative solutions.

REASONING ABILITY:

  • Ability to comprehend, analyze, and interpret the most complex business documents.
  • Ability to respond effectively to the most sensitive issues.
  • Ability to write reports, manuals, speeches and articles using distinctive style.
  • Ability to make effective and persuasive presentations on complex topics to employees, clients, top management and/or public groups.
  • Ability to motivate and negotiate effectively with key employees, top management, and client groups to take desired action.

OTHER SKILLS and ABILITIES:

  • Advanced skills in Microsoft Office suite applications.
  • Has the ability to communicate complex concepts clearly and persuasively across different audiences and varying levels of the organization up to C-suite level.
  • Comfortably builds relationships with senior technical leaders, executive leadership and key business stakeholders.

SCOPE OF RESPONSIBILITY:

  • Decisions made with in-depth understanding and interpretation of procedures, company policies and business practices to achieve general results.
  • Responsible for setting department deadlines.
  • Errors in judgment may cause long-term impact to co-workers, supervisor, department and/or line of business.