Job Location
OXNARD PLANTJob Description
Role Description:
The Site Digital Leader is responsible for driving a cultural change by delivering digital operational excellence through the digital transformation strategy within the Site, leveraging talents and technology to ensure cyber security, enhance operational efficiency, improve product quality, and increase overall productivity. This role involves collaboration with cross-functional teams to identify opportunities for digital innovation and the implementation of advanced manufacturing technologies.
The Site Digital Leader role is pivotal to elevate Digital Operational Excellence to the same level as key Site foundations: Safety, Quality & Stewardship. This position requires a blend of technical expertise, strategic thinking, growth mindset and leadership skills to successfully drive digital initiatives that enhance productivity and operational excellence.
Key Responsibilities:
Digital Strategy Development & Implementation:
Owns and regularly updates the Site’s Digitization Vision.
Develops a comprehensive digital strategy that aligns with the Site’s Compelling Business Need, BU/Category, and Corporate objectives, ensuring the master plan incorporates Site Leadership Team priorities and strategic interventions of P&G scaled Digital Platforms and ideal digital architecture.
Owns IWS requirements for the Digitization Capability of the site.
Leads the implementation of the aligned site digital master plan.
Represents the site in BU/ Category digitization master plan development efforts.
Talent Management - Development & Qualification:
Ensures sufficient staffing and succession planning for the site digital team, including the availability of skilled and qualified backups for critical digital roles.
Ensures full qualification of the site digital team members.
Outlines and enables upskilling to Site employees based on needs assessment synchronized to the CBN.
Is a master and coach in preparing and executing GIA audits as Plant SPOC. Trains and supports the SLT and the respective response team
Technology Integration:
Coordinates the execution and consolidation of loss analysis on sites to identify the key areas to implement standards and creation value. Links loss elimination to digital masterplan
Leads the implementation of the corporate digital standards and Category/BU digital platforms and solutions
Understands and actively removes barriers to ensure seamless implementation of the prescribed digital standards.
Business Continuity Plan (BCP) for Digital:
Owns the Site digital Business Continuity Plan.
Responsible for the seamless execution of the annual BCP update for digital integrating the latest learnings.
Leads the documentation of the holistic annual BCP updates and alignment with the GTM and GI VPs.
Leads the Business Continuity incidents in the digitization space and owns the continuous, systemic improvements.
Data Management:
Implements the data governance standards and ensures ongoing data integrity, security, and accessibility for the site.
Utilizes data analytics to drive insights and decision-making for continuous improvement.
Cross-Functional Collaboration:
Works closely with category TISL, regional category engineering/ ICA, GBS services, human resources, Site operations & modules to coordinate the digital program.
Unites the Site Digital Team and enables the seamless delivery of the team’s objectives.
Responsible for the site’s digital upskilling by implementing workshops and training sessions (centrally developed or locally) to promote a culture of digital literacy among Site employees.
Change Management:
Leads change management efforts to ensure successful adoption of new digital technologies and processes within the Site.
Communicates the benefits and impact of digital initiatives to all stakeholders to foster engagement and buy-in.
Initiative delivery ensure proper integration of digital operational excellence for the site
Continuous Improvement:
Stays up to date in industry trends and technological advancements to keep the Site safe & competitive.
Drives reapplication within the site and across sites, removes barriers and facilitates issue resolution where required.
Budget Management:
Manages budgets related to digital transformation projects and ensures efficient allocation of resources, including the going cost for digital applications and services.
Performance Tracking and Reporting:
Owns accountability for key digitization measures aligned with the Site's business needs, tracks and reports on the value generated by digital solutions
Oversees qualification data for Site digital team members and overall digitization skills, implements upskilling plans for excellence across the Site.
Provides regular feedback to the OU LT to adjust digital strategies based on performance data.
Job Qualifications
QUALIFICATIONS = Knowledge/Skills and Experience Required for Success:
Utilizes operational expertise in roles like RTT and IWS Manager to conduct Loss Analysis and Value Stream Mapping, including Replenishment Centric Loss Analysis (RCLA).
Understands digital transformation strategies and data analytics, with skills in data management tools such as SQL and Tableau.
Demonstrates effective collaboration and influence to align priorities and enhance team problem-solving.
Knowledgeable in IT Operations, project management for medium to large initiatives, and integrated risk management for compliance and governance.
Is the key trainer for the digital accelerator program in the site
Is qualified on auditing process – FDA external audit training recommended
SUCCESS CRITERIA = Key Results/Measures:
Business contribution of Net Savings delivered as per-portfolio and masterplan for digitization
Fully staffed and fully qualified site digital team based on defined standards
Overall accountability for the site digital scorecard
Compensation for roles at P&G varies depending on a wide array of non-discriminatory factors including but not limited to the specific office location, role, degree/credentials, relevant skill set, and level of relevant experience. At P&G compensation decisions are dependent on the facts and circumstances of each case. Total rewards at P&G include salary + bonus (if applicable) + benefits. Your recruiter may be able to share more about our total rewards offerings and the specific salary range for the relevant location(s) during the hiring process.
We are committed to providing equal opportunities in employment. We value diversity and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Immigration Sponsorship is not available for this role. For more information regarding who is eligible for hire at P&G along with other work authorization FAQ’s, please click HERE.
Procter & Gamble participates in E-Verify.
Qualified individuals will not be disadvantaged based on being unemployed.
P&G is dedicated to meeting the needs of applicants requesting an accommodation/adjustment due to a disability in order to complete the online application process. If you have a disability that affects your ability to complete our online application process, please visit our Disability Accommodation Page.
Job Schedule
Full timeJob Number
R000157698Job Segmentation
Experienced ProfessionalsStarting Pay / Salary Range
$110,000.00 - $165,300.00 / yearSkills Required
- Operational expertise in roles such as RTT and IWS Manager, including Loss Analysis, Value Stream Mapping, and Replenishment Centric Loss Analysis
- Understanding of digital transformation strategies and data analytics
- Experience with data management tools such as SQL and Tableau
- Effective collaboration and influence skills to align priorities and improve team problem-solving
- Knowledge of IT Operations
- Project management experience for medium to large initiatives
- Integrated risk management knowledge for compliance and governance
- Qualification as the key trainer for the digital accelerator program at the site
- Qualification on auditing processes
- FDA external audit training
Procter & Gamble Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Procter & Gamble and has not been reviewed or approved by Procter & Gamble.
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Fair & Transparent Compensation — Compensation is considered competitive and benchmarked against top industry peers, supported by formal pay‑equity audits and stated transparent principles. Feedback suggests pay is a strong draw, with raises described as attainable and benefits starting from day one of training.
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Healthcare Strength — Health coverage is broad and immediate, including medical, dental, vision, life and disability insurance, with mental‑health and telemedicine offerings expanded recently. This breadth and day‑one access contribute to a perception of reliable, comprehensive care.
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Parental & Family Support — Parental leave is inclusive under a global framework for all parents, with added recovery time for birth mothers. Adoption, fertility, childcare support and eldercare services further strengthen family support.
Procter & Gamble Insights
What We Do
Procter & Gamble Company is an American multi-national consumer goods corporation. P&G was founded over 180 years ago as a soap and candle company. Today, we’re the world’s largest consumer goods company and home to iconic, trusted brands, including Always®, Charmin®, Braun®, Fairy®, Febreze®, Gillette®, Head & Shoulders®, Oral B®, Pantene®, Pampers®, Tide®, and Vicks®. The design, development, growth and success of these products—and many more—is thanks to the innovative and insightful minds of our people. From Day 1, you’ll help make everyday life easier for our 5 billion consumers through billion dollar brands. With our large global footprint, there are many opportunities to work with P&G in multiple locations. We offer opportunities in approximately 70 countries and continually aim to attract, reward and advance the finest people in the world. As a "build from within" organization, we see 95% of our people start at an entry level and progress through the organization. Here, we want you to get your career off to a fast start. That's why we don't have any rotational development programs or gradual ramping-up periods: you’ll be able—and encouraged—to dive right in from day 1. Join us and help make life better through meaningful work that makes an impact from Day 1.
