P&C Operations, Continuous Improvement Lead Specialist

Role Summary The Continuous Improvement Specialist owns the Shared Service Center's CI pipeline end to end — finding recurring issues and avoidable demand, prioritising what gets fixed, and tracking that improvements actually land and hold. This is the practical engine behind the Improvement and Standardisation spine point, converting insight from performance data into measurable efficiency and experience gains. Purpose To own the continuous improvement pipeline end to end — intake, triage, prioritisation, and status tracking — so People Ops shifts from “getting through work” to “shifting the dial,” converting performance data into measurable efficiency and experience gains. Key Responsibilities 1. CI pipeline ownership Own and maintain the CI pipeline (intake, triage, prioritisation, status tracking) sourced from Weekly Regional Performance Reviews, escalations, and forum discussions. Examples include: • Applying a consistent prioritisation framework (e.g. impact vs. effort) so items are ranked objectively rather than by forum discussion alone 2. Process standardisation groundwork Design, document, and maintain standardised operating processes and procedures, establishing process governance, controls, and documentation standards. 3. Root cause identification Identify root causes of recurring issues, inefficiencies, waste, and bottlenecks across all regions. Examples include: • Working with Master Data Specialists and Regional Service Managers • Facilitating root cause analysis and problem-solving workshops 4. Benefits tracking Define and monitor process performance metrics and KPIs, tracking benefits realisation for completed CI initiatives. Examples include: • Quantifying time saved, escalations reduced, or quality improved • Reporting this into the Monthly Forum 5. Automation and technology partnership Identify automation opportunities and partner with technology teams to implement solutions. Examples include: • Supporting digital transformation initiatives • Evaluating emerging tools and technologies to improve process effectiveness 6. Release train coordination (Leadership) Feed CI themes and candidate improvements into the release train, coordinating sequencing with the Process Optimisation Specialist and CI/PE/Gov lead. Examples include: • Leading continuous improvement initiatives using Lean, Six Sigma, or similar methodologies 7. Governance discipline Maintain the actions log (owners, dates) for CI decisions taken in governance forums, ensuring nothing is agreed without a clear next step. Examples include: • Supporting the single-page performance narrative prepared for Monthly and Quarterly governance Skills, Knowledge and Experience • Process & Improvement Expertise: Process Mapping & Optimization, Lean Six Sigma Methodologies, Business Process Reengineering, Root Cause Analysis, Continuous Improvement Frameworks. • Analytical & Data Skills: Data Analysis and Interpretation, KPI and Performance Management, Reporting and Dashboard Utilization. • Technology & Automation: Process Automation Tools (Power Automate, RPA platforms), Process Mining Tools (Celonis, Signavio, or similar), Microsoft Office Suite and Power BI. • Stakeholder & Leadership Skills: Stakeholder Management, Change Management, Cross-functional Collaboration. Objectives • 1. Automation and digital transformation: leverage technology and automation opportunities to eliminate manual effort, reduce cycle times, and increase operational effectiveness. • 2. CI culture: embed Lean and continuous improvement principles across teams, encouraging innovation, problemsolving, and ownership of process excellence. • 3. Measurable benefits: ensure all improvement initiatives contribute tangible value through cost savings, productivity gains, risk reduction, or improved stakeholder satisfaction. What This Role Is Not This role: • Does not design process content itself — that is the Process Optimisation Specialist • Does not own platform configuration — that is the ServiceNow Specialist • Does not unilaterally approve resourcing shifts or strategic trade-offs — those remain with the SSC Director and the People Ops Strategy Owner • Not a people manager role. Instead, it identifies and prioritises what needs improving, and partners with the roles that design and govern the actual change. 12-Month Key Shifts (Current to Future) • From ad hoc issue-spotting to a visible, ranked CI backlog with clear ownership • From anecdote-driven prioritisation to evidence-led, impact/effort-scored decisions • From isolated fixes to a continuous improvement portfolio delivering measurable business benefits • From manual, non-value-added activity to a 20–30% reduction through optimisation and automation • From reactive fixing to a genuine CI and operational excellence culture embedded across the organisation How This Role Complements Others • Process Optimisation Specialist: hands off approved CI items for process (re)design and standardisation. • Master Data Specialists and Regional Service Managers: partners on root-cause identification for recurring data and service issues. • Shared Service Center Lead: coordinates release train sequencing and supplies the CI/improvement view for governance narratives. Our commitment to a fair hiring At Vestas, we evaluate all candidates solely based on their professional experience, education, and relevant skills. To support a fair recruitment process, we kindly ask that you remove any photos, dates of birth or graduation, gender pronouns, marital status, or other personal information not relevant to the role before submitting your CV/resume. Your CV/resume should focus on your professional and educational background, along with the necessary contact details (email and phone number). We train our hiring teams in inclusive evaluation and regularly review process outcomes to ensure fairness. DEIB Statement At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future. BEWARE – RECRUITMENT FRAUD It has come to our attention that there are a number of fraudulent emails from people pretending to work for Vestas. Read more via this link, https://www.vestas.com/en/careers/our-recruitment-process About Vestas Vestas is the energy industry’s global partner on sustainable energy solutions. We are specialised in designing, manufacturing, installing, and servicing wind turbines, both onshore and offshore. Across the globe, we have installed more wind power than anyone else. We consider ourselves pioneers within the industry, as we continuously aim to design new solutions and technologies to create a more sustainable future for all of us. With more than 200 GW of wind power installed worldwide and 40+ years of experience in wind energy, we have an unmatched track record demonstrating our expertise within the field. With 39,000 employees globally, we are a diverse team united by a common goal: to power the solution – today, tomorrow, and far into the future. Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives. We also aim to give everyone equal access to opportunity. To learn more about our company and life at Vestas, we invite you to visit our website at www.vestas.com and follow us on our social media channels. We also encourage you to join our Talent Universe to receive notifications on new and relevant postings.