Director

Volvo Cars is a company on a mission; to bring traditional car manufacturing into a connected, sustainable and smart future.

Responsibility
• Provides strategic direction, manage key relationships with strategic partners. Communicate the organization's mission, vision and values, and its strategy for achieving these; set and communicate the strategy and broad action plan for delivering these within a strategic function; inspire a diverse (global) workforce to commit to these and to doing extraordinary things to achieve the organization's business goals.
• Explore how market and industry changes will influence and challenge the organization.
• Delegates considerable responsibility to staff with clear expectations and targeted guidance. Confirms accountabilities with others so that work can be done effectively and efficiently; informs stakeholders when there are delays or problems that will affect them.
• Operate in complex systems, develop and adjusting policies, strategies and processes to optimize quality and productivity. Also responsible for carrying out new product and for generating solutions to complex inefficiencies.
• Creates engagement and a climate where people are motivated to do their best to help the organization achieve its objectives. Regularly celebrates progress and successes to motivate the team.
• Builds strong customer relationships and delivers customer-centric solutions. Request customer feedback and data; conveys a clear understanding of the level of service the team is providing; takes action when standards are not met by team; aligns and improve business process with customer needs.
• Develops people to meet both their career goals and the organization's goals. For example, emphasizes the importance of learning, urges people to build new skills, and provides opportunities for them to develop their careers. Provides useful realtime coaching, development activities and stretch assignments.
Competence Requirements
Core Competencies
• Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives.
• Drives results: Consistently achieves results, even under tough circumstances.
• Self-development: Actively seeking new ways to grow and be challenged using both formal and informal development channels.
• Builds trust: Gains the confidence and trust of others through honesty, integrity, and authenticity.

Role Competencies, to be focused 
• Builds networks: Effectively builds formal and informal relationship networks inside and outside the organization.
• Courage: Steps up to address difficult issues, saying what needs to be said. Takes immediate control in high-stakes situations, crises, or conditions of uncertainty and acts decisively to address the situation. Doesn't tolerate behaviors that undermine the organization's core principles.
• Drives engagement: Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Creates an environment where people's contributions are noticed and valued.
• Balances stakeholders: Anticipates and balances the needs of multiple stakeholders. Ensures that the organization can balance the needs of multiple stakeholder groups. Speaks clearly about the need for the organization to adhere to strong ethics and show cultural savvy when working with internal and external stakeholders.
• Communicates effectively: Delivers messages effectively to all levels of the organization; creates forums for people to express themselves openly and regularly. Ensures a free flow of information throughout the organization.
• Customer focus: Builds strong customer relationships and delivers customer-centric solutions. Supports efforts to build customer satisfaction, loyalty, and commitment, and secures organizational resources to do so.
• Ensures accountability: Holds self and others accountable to meet commitments. Emphasizes accountability, measures organizational performance against goals, addresses poor team performance, does not accept blaming others or excuses.
• Manages ambiguity: Operates effectively, even when things are not certain or clear. Remains calm and manages the stress of change and takes steps to help others manage organizational transitions.
• Manages complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Plans and aligns: Plans and prioritizes work to meet commitments aligned with organizational goals. Takes steps to coordinate and align plans; supports strategic objectives with aggressive yet realistic time frames.
• Strategic mindset: Sees ahead to future possibilities and translates them into breakthrough strategies.
• Builds effective teams: Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
• Develops talent: Develops people to meet both their career goals and the organization's goals. Builds long-term succession for key roles. Builds a learning culture in the team.
• Financial acumen: Interprets and applies key financial indicators to make better business decisions. Creates an environment for people to take ownership of financial decisions