Senior Agile Program Manager | Hybrid Remote

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Posted 13 days ago United States Salary undisclosed
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Job Description

Who We AreCBORD and Horizon are the world's leading providers of integrated technology solutions powering housing, access, foodservice, nutrition, eCommerce, and card systems for K-12 and higher education, acute care, senior living, and business campuses. Our success and growth is directly attributed to our DREAMteam. Our culture is built on integrity, respect for our people, and continuous personal development. We maintain an entrepreneurial spirit, where creativity, innovative problem solving, and learning agility drive our day-to-day actions.DREAMteam (how we refer to all of us)You're engaged and self-motivated. You think like an entrepreneur, constantly driving improvement and innovation. You act as a change agent. You're a team player contributing to a collaborative and diverse work environment. We question the status quo and so should you. You are accountable and focused and take smart risks. You're an extension of our talent acquisition team - always scouting top talent to join our team.The Senior Agile Program Manager is a servant leader who helps teams self-organize and deliver via effective Agile practices. The Senior Agile Program Manager is charged with scheduling and facilitating various scrum ceremonies for multiple teams, monitoring KPIs, raising and mitigating risks, removing impediments for the team. The Agile Program Manager helps the team coordinate with other teams and communicates status to management as needed. The Agile Program Manager will champion change and is comfortable challenging current mindsets and processes.What You'll Be DoingFacilitate the definition, planning and execution of the project plans across multiple teams, set milestones, analyze and identify timetables for intermediate deliverables, manage communication within and outside of the teamsTake ownership and lead the Change and Release Management process across all of product development and IT.Identify dependencies, define mitigations, manage risks and lead status review sessions with the project team and project stakeholders. Provide oversight and leadership during project execution to ensure alignment with project deadlines.Track and report project progress to stakeholders and senior management.Establish the best of breed agile process across teams. Coach existing scrum-masters on best practices, scrum-master one or multiple teams as needed, lead planning/stand-ups/retrospective, collaborate with product owners to manage backlog, etc. Identify inefficiencies and implement process improvements Setup and administer Jira, manage backlog, control workflows, lead integrations with other projectsWhat You'll Bring to the Table5+ years of Scrum master and/or Project Management experience, leading multiple teams/projects is preferred.3+ years of experience working with the Product teams within SDLC in a role of Developer, QA, BA or PO.Innate knowledge of Agile approaches (Scrum, Kanban, ScrumBan, Lean, etc). Proven knowledge of the software development life cycle, a solid understanding of software quality and DevOpsExperience using Agile performance metrics to drive team accountability and continuous improvement.Experience managing Atlassian products or similar toolsetsAnalytical and problem-solving skills with the ability to manage and prioritize multiple projects with little supervisionAwareness of business issuesas they impact overall project plansAbility to work from own initiative, learn and adapt quickly, and be highly productiveEffective written and oral communication across the whole organization spanning teams and departmentsDetail-oriented with the ability to understand and communicate technical information.Bachelor's Degree in business applications areas, computer science, or a related field is preferredAgile Certification is a plus (CSM, CPO, SAFe, etc)What's Good to KnowThis role can be a hybrid remote modelOccasional travel, usually no more than 5-7 days per quarterWho You'll Work WithYou will work on the daily basis with multiple members of our product strategy and product development teams, DevOps as well as our partners in implementation, support and sales.Why Join the DREAMteam: DREAMperksStaying HealthyEligible team members have access to a robust health insurance plan on their first day of employment.To encourage, motivate and challenge team members to take an active interest in their health and well-being, the Company provides a Wellness Benefit of $200 for the calendar year.Access to an Employee Assistance Program.Enjoying Time-OffEligible team members are granted with the following paid time off annually:Vacation: 15 vacation days; pro-rated during the first yearHolidays: 10 paid holidays each yearSick Time: 5 sick days; pro-rated during the first yearPersonal days: 3 personal days; pro-rated during the first yearPlanning for the FutureEmployer paid Life Insurance / AD / Short-Term Disability InsuranceVoluntary Long-Term Disability Insurance / Term Life Insurance / ADAccess to FSA Plans & Commuter Benefit Plans401(k) Savings Plan where the Company matches team member contributions $0.50 for every dollar saved up to 8% of pay.Access to the Roper Employee Stock Purchase PlanPaid Parental Leave ProgramMake an Impact DREAMcares (The Company's outreach initiative to support our extended community)Eligible employees will have access to 3 paid days off annually to serve at a qualified and approved organization.This description is intended to be generic in nature. It is not intended to determine all specific duties and responsibilities of any particular position. Essential functions and overtime eligibility may vary on the specific tasks assigned to the position. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)