• Develop strategic plans to drive incremental sales, identifying merchandise and inventory opportunities, and utilizing cross-functional partnerships. • Make timely business decisions and own both successes and opportunities. • Act as a strategic liaison for corporate retail initiatives, working closely with corporate partners and the Sr. Director to ensure field execution aligns with business objectives, and championing these efforts in the field. • Empower, develop, and inspire store teams to deliver exceptional customer experiences. • Lead efforts in recruiting, hiring, training, and retaining high-performing General/Store Managers through succession planning, on-foot networking, and a strong market presence. • Continually evaluate team & individual performance, setting SMART goals and performance expectations; provide consistent feedback to foster a culture of accountability. • Proactively address performance or behavior issues before escalation and hold difficult, solution-focused conversations, partnering with HR when necessary. • Leverage talent review programs to identify high-potential talent and outline growth opportunities. • Foster a culture where employees feel safe expressing concerns and opinions. • Demonstrate operational efficiency by meeting deadlines, ensuring compliance, and adhering to budget and administrative requirements. • Prioritize and balance time between stores strategically, allocating in-person and virtual presence based on business need.

• Contribute to compensation programs for hourly, production, and non-discretionary employee populations, including: Salary and wage structure design and maintenance, Local bonus schemes, Annual salary planning and wage adjustment processes, Market benchmarking and external competitiveness analysis, Job evaluation and classification support, Ongoing consultation to local HR and business leaders. • Ensure effective administration of compensation programs that are subject to: Collective bargaining agreements, Regulatory requirements, Third-party negotiations, determinations, or industry standards. • Primary point of contact for local teams covering HRLY / OTHSAL population in complex local union negotiations. • Ensure compensation programs comply with internal policies, labor agreements, and applicable laws and regulations. • Identify and mitigate compensation-related risks, including pay equity and operational execution risks. • Leverage compensation analytics to inform decision-making and provide insights to leadership. • Partner with People Operations and Total Rewards Operations teams to ensure accurate and efficient administration. • Undertake other activities within the role purpose as directed.

• lead a team of individuals that own the development and execution of the demand signal for a BOT segment within the Materials Management Organization • manage the flow of information between the regions, finance, product management, fleet management and supply pillars to own the demand signal from both tactical and strategic perspectives • keep ERP systems and tools up to date and accurate to the current demand signal • manage relationships with supply pillars to proactively identify and resolve issues relating to an effective business planning process • execute and improve NCP DMR Processes and Mega Deal reviews and Advance releases, coordinating with regional ITRs, supply and purchasing teams • mentor and develop a high-performing team; foster a culture of accountability, precision, and proactive problem-solving • own point of contact for segment demand signal questions and escalations supporting efficient decision making in the business planning process • develop consolidated forecasts at part family level at Gas Power level • track forecast accuracy and drive process improvement to optimize inventory/fulfilment within the segment • maintain data solidity across parts health dashboard and ensure demand accuracy across TIL and Obsolescence • work with COEs for on time demand placement, STD BOM creation, and outage escalation management • establish QDIP Daily Management, identify and execute lean actions to improve standard work and KPIs

• Leads large, complex transition programs from contract signature through operational stabilization. • Provides governance, risk management, and executive-level reporting throughout the transition lifecycle. • Drives cross-functional alignment across Operations, Solutions, Finance, HR, Technology, Procurement, and Client stakeholders. • Serves as an escalation point for transition risks, issues, and dependencies. • Consults with bid and account management teams to review project proposals, contracts, solution designs, and other key project documentation. • Develops and implements communication and change management plans to support the full transition lifecycle and initial steady-state operations. • Validates that proposed staffing models, sourcing strategies, and skill requirements align with contractual, financial, and operational requirements. • Ensures project accounting structures and budgets are established in accordance with project requirements. • Builds strong working relationships with internal and client stakeholders throughout the transition lifecycle.