Coordinator, Product Development

Recruiter
Coach
Location
New York, New York, USA
Posted
19 Apr 2022
Closes
03 Jun 2022
Ref
99799
DEVELOPMENT FOLLOW UP RESPONSIBLITES
- Setup product tracking reportwith all style information at P1 stage
- Product tracking reportto be updated with actualized information once style moves to next sampling stage
- Responsible for all SP follow up on sample ETA during all development stages
- Follow up with internal materials team for shared sample materials status and CM#s
- DHL package tracking from factory shipments
- Communicate status updates to cross functional partners

Development BOMs
- Responsible forBOM creation and maintenance in internal PLM system at each sampling stage
- Assist Senior Manager in pulling all materials and information for proto BOM spec
- Release BOMs to SPs following the PDT
- Senior Manager to review LOBOMs before release
- Update BOMs with all changes from reviews and fittings

Packages
- Responsible for sending out/ receiving all packages for the department
- Check in all samples upon receipt
- Review all samples against BOMs for subs/inaccuracies
- All samples for Proto Review/Stylist meeting should be brought down to Atelier for steaming/pressing.

Budget/Costing
- Code and Process all Incoming Invoices
- Marry development invoices to expenses in the budget chart to capture actual cost and have visibility to estimated spend vs. actual invoices

Marketing/PR samples
- Launch all Marketing and PR Requests with SPs
- Work with Tech Design to Launch the Marketing samples in the correct size, based on talent
- Reconcile all Marketing and PR requests against materials in NY and at the SP
- Prepare packages to SPs with any items that need to be sent from NY
- Suggest subs for Marketing to achieve the accelerated timeline
- Maintain sample tracking chart and communicate updates, with tracking, to the appropriate team bi weekly.

PRODUCTION FOLLOW UP RESPONSIBLITIES
- Create and manage productionWIP for each vendor
- Two weeks after plan drop, follow up with SPs for WIP Submission and ensure they are uploading into the shared drive weekly
- Check WIP that all materials have been ordered and are being received by cut date
- Enter expected CS ship dates in the chart, if date passes, follow up with SP for an update
- Maintain all production BOMs in internal PLM system
- Update BOM with any changes from Development to Production
- Follow up with Materials for any pending CM#s
- Pull BOMs for BOM scrub
- Maintain BOMs in EcVision with updates from Fitting
- BOM Alerts to SPs with updates at plan drop and 24 hours post fitting
- Make additional BOM updates as needed (post length change, etc.)
- Track Wearform submission and record in WIP report
- Track care labels submission and approval record in WIP report
- Work in internal PLM system to finalize all PO prices in advance of product x-factory

Our Competencies for All Employees
- Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
- Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
- Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
- Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
- Developing Direct Reports and Others:Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
- Building Effective Teams: Blends people into teams when needed; creates strong moraleand spirit in theirteam; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law. Visit Coach at www.coach.com.

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