ob Title/ Role
SHS AP IND
Sub Job Family:
Conducts strategic analyses and contributes to strategy development for Healthcare, or any of its sub businesses or functions.
Areas of Responsibility:
Business Specific Inputs:
Some of the key inputs are:
Dimension of Function/Volume:
Successful handling of the project management and its implementation will be the most impactful deliverable of this role.
Competence and Knowledge
What competences does the incumbent need for this function?
Here you can find some guidance?.
Interpersonal & Personal - Function & Methods - Technology & Market
Masters target setting, evaluates the financial impact of his/her own units decision-making, conducts deviation analysis and defines appropriate measures.
Analytical Skills and Problem-solving
"Breaks down issues into workable components;
Asks questions and looks for data that helps to identify and differentiate the symptoms and root causes of defined problems;
Suggests corrective measures that meet the needs of the situation and those directly affected;
Considers already existing solutions if adaptable."
Initiates meta-communication with the conflict partner (talking about the conflict itself, not the issue), states own requests in a non-confrontational way, is interested in and understands the perception and position of the conflict partner.
Creativity and Innovativeness
"Analyzes strengths and weaknesses of status quo;
Suggests adaptations for current methods and approaches to better meet needs;
Demonstrates basic knowledge of creativity and innovation tools by applying them (e.g. brainstorming, brainwriting, design thinking)."
Guiding without Authority
"Ensures that colleagues/team members have the necessary information;
Establishes the direction/goal(s) and places own topics to get commitment;
Knows common techniques to achieve guidance (e.g. regular meetings, exchanging information);
Guides others with the aim of achieving particular goals by giving concrete instructions and being available for questions."
Strategic Thinking and Acting
"Challenges decisions and strategies.
Invites others to challenge own ideas based on different perspectives using appropriate methods;
Contributes to strategic change by a deep understanding of complex business models, trends, customer needs and changing value propositions and their relevance for his/her own current and future opportunities;
Analyzes aspects of the environment to predict future developments and draw conclusions."
Agile/Lean Methods and Principles
Understands the agile / lean methods and principles and knows about the major differences to traditional project execution;
Acts as a member of agile teams and applies selected agile / lean methods and principles in own work.
Business Process Management
Knows standard process management methods and tools.
Knows principles of process maturity and process performance measurement.
Creates basic process documentation.
Tailors existing processes to specific needs.
Deploys various methods of qualitative and/or quantitative methods in typically developing markets. Develops and tests hypotheses about threats and opportunities.
Develops mid- to long-term strategies in typical large-scale contexts. Takes into account various sources of information. Deals with medium levels of uncertainty.
Education and Experience
What experience and education does the incumbent need for this function?
Enter required experience concerning organizational, business cycle, cross functional, international, leadership or project experience. Example: Typically 2 years or less (Level 1), 2 to 5 years (Level 2), or more than 5 years (Level 3) of xxx related experience with a proven track record, preferably in the relevant industry / market.
Education & Training
Example: University degree in xxx, other relevant discipline.
For detailed information have a look at the GRIP catalog
Position is a structure element, described by the two dimensions (Sub) Job Family and Function-/Position Type. It is a representative for comparable jobs within an organization. A Position consists of a Position Title, a Position Headline and a Position Description.
Positions of a (Sub) Job Family are defined globally within the whole company and allow comparison of jobs across all businesses. A Position is assigned to just one Position Type and just one Sub Job Family
Is responsible for defining strategies, and/or policies and guidelines, and executing governance for functional or
business organization; is reporting to Head or Executive positions, is characterized by either functional or business management responsibility and typically by Line Management responsibility.
Is responsible for implementing guidelines and processes, manages either a functional, vertical or horizontal
organization; is characterized by Line Management responsibility, and is reporting to a Manager or Head position.
Supervisor & Team Leader:
Please focus on relevant/core/critical competences!
Utilize Siemens Competence Model as orientation to identify required competences for this function. For detailed information: http://intranet.siemens.com/competence-model
Are you searching for competence definitions? Visit our Job Profile Platform http://intranet.siemens.com/jobprofileplatform and have a look at the provided competence catalog.
General Competence Level
Has expert knowledge of the topic; able to execute complex tasks and acts as a mentor. Many years of successful application in multiple projects/organizations/functions in highly complex environment. Recognized as authority within organization, develops new knowledge/solutions/methods.
Has advanced understanding of the topic; able to execute advanced tasks without support. Profound knowledge, several years of successful application multiple tasks/complex environment.
Has basic understanding of the topic; able to execute basic tasks with support.
Limited knowledge. Some experience, application in less complex environment.
No target level!!! No/little knowledge. No or limited experience/application.
Please select max. 7 most important leadership competences required for this function. These competences are not restricted to disciplinary leadership roles only. All employees might be required to display certain leadership competences to perform in their roles. The concrete behavioral descriptions of the competences differ according to the leadership level.
For further information, please visit http://intranet.siemens.com/competence-model.
Job Profile Manual:
Business specific Inputs
In this field, you can enter business specifics related to business area/line
Providing feedback, advice and development guidance to employees to support them in the realization of high performance; Planning and fostering the development of individual competences. In this field, you can enter the main dimensions of the function, such as sales volume, number of employees, etc
Contacts (internal/ external)
The most important and/ or most frequent internal and external contacts with people and/ or institutions that are vital for this function.
This information is supposed to indicate the function’s network and interfaces with other functions that result from its respective tasks and processes.
The easiest way to come up with this information is to imagine with whom the potential occupant of this function would have to interact over the course of one year (list only the most important/frequent contacts)
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Job ID: 112602
Organization: Siemens Healthineers
Experience Level: Experienced Professional
Job Type: Full-time