Vice President, Enterprise Continuous Improvement & Transformation

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POSITION OVERVIEW

Reporting to the Senior Vice President, Regal Rexnord Business System (RBS), the Vice President, Enterprise RBS is accountable for leading the go-forward RBS strategy, global scaling, and governance of RBS as the disciplined, enterprise-wide operating system of Regal Rexnord. RBS is a system, not a toolbox; it is how our processes and methodologies come together to create the heartbeat of the organization. This leader integrates Regal Rexnord Values, 80/20 growth logic, continuous improvement, prioritization, execution, and performance management into how we lead, plan, operate, and measure results across segments, divisions, and enterprise functions.

Where the Segment VP RBS roles own maturity within a single business, this role owns the enterprise architecture of the system itself: the framework, maturity model, standards, governance cadence, learning and enablement engine, adoption model, impact measurement approach, and roadmap for how RBS evolves. This leader translates enterprise strategy into structured Strategy Deployment, drives breakthrough performance through disciplined Hoshin Kanri, and prevents fragmentation across a global footprint of approximately 30,000 associates, standardizing where it creates scale advantage while preserving the flexibility segments need to run their businesses.

This is a transformational role rather than a program management role. The successful candidate will bring a forward-looking view of what a modern business system must become, one in which digital tools, connected data, and AI automate lean processes, make daily management self-reporting, and shift practitioner time from data collection to problem solving. As a senior thought partner to the SVP RBS, segment Presidents, VP/GMs, Segment RBS leaders, and enterprise function leaders, this leader shapes the architecture of continuous improvement across Operational, Product, Commercial, and Functional Excellence.

The Vice President leads the Enterprise RBS team across three portfolios. RBS for Corporate Functions extends structured problem solving, standard work, and daily management into Finance, HR, IT, Legal, and Supply Chain. RBS Learning and Enablement owns the capability engine, including curriculum, certification standards, and the Tool Champion and practitioner pipeline, scaled across a global, multilingual population. RBS Program Management owns the governance mechanics: plan of record cadence, maturity assessments, kaizen funnel administration, action tracking, and enterprise reporting. Across all three, this leader sets performance standards, develops talent, and ensures the team is a partner segments actively pull from.

KEY RESPONSIBILITIES

Enterprise Business System Ownership and Governance

• Own the enterprise RBS framework, including standards, tools, maturity model, assessments, governance cadence, and roadmap aligned to growth, SQDCG, and financial objectives.

• Run the enterprise RBS governance and execution rhythm, including maturity reviews, plan of record reviews, adoption tracking, and impact measurement.

• Create and deploy enterprise standard work, playbooks, and management systems that make the way we operate common, teachable, and repeatable.

• Partner with Segment RBS leaders to align enterprise standards, priorities, talent development, and improvement roadmaps to business needs.

Strategy Deployment and Hoshin Kanri

• Own enterprise Strategy Deployment, applying Hoshin Kanri to translate long-range strategy into annual breakthrough objectives, cascaded priorities, and owner-level tactics.

• Steward the catchball process across the Executive Leadership Team, segment leadership, and functional leadership so targets are negotiated, resourced, and genuinely owned.

• Maintain the enterprise X-matrix, bowler, KPI, and countermeasure architecture, and lead the review rhythm to surface red conditions early and verify root-cause countermeasures.

• Integrate Strategy Deployment with the annual operating plan, capital allocation, and talent planning so strategy, resources, and people align to the same critical few priorities.

Transformational Thinking and Change Leadership

• Use metrics, trend analysis, and 80/20 rigor to focus resources on the highest-value transformation opportunities and convert them into measurable action.

• Set the three-year vision and roadmap for the operating system and build the followership required to achieve it.

• Apply structured change management, including ADKAR and stakeholder alignment, so leaders drive adoption and sustainment rather than implementation alone.

Digital, Data and AI-Enabled Lean

• Define the digital RBS roadmap for how connected data, analytics, workflow platforms, and AI automate and accelerate lean processes enterprise-wide.

• Digitize the mechanics of the business system, including daily management boards, bowlers, kaizen funnels, action tracking, and maturity assessments, so reporting is generated from source data rather than assembled by hand.

• Use AI and advanced analytics to shift practitioner effort from data collection to diagnosis, prioritization, and problem solving while preserving human judgment and Gemba observation.

• Partner with IT, Digital, Finance, and Operations to establish common RBS data standards, definitions, and system architecture across segments.

Capability Building, Learning and Enablement

• Lead RBS Learning and Enablement, embedding RBS expectations into leadership development, curriculum, certification standards, and the Tool Champion and practitioner pipeline.

• Coach, mentor, and train leaders and teams on continuous improvement methods, both through formal training and by stopping to teach at Gemba.

• Lead multiple kaizen events and enterprise improvement projects simultaneously, hands-on and through influence, ensuring events are planned against the funnel and sustained after close.

Executive Partnership and Performance Management

• Serve as a senior thought partner to the SVP RBS, EHS & Corp. Security, Executive Leadership Team, segment Presidents, VP/GMs, Segment RBS leaders, and enterprise function leaders.

• Assess and optimize business system infrastructure, including strategic planning, strategy deployment, commercial productivity, and management systems, to drive year-over-year improvement and connect operational gains to financial outcomes.

• Identify, coach, calibrate, and develop RBS talent enterprise-wide, ensuring strong selection, succession strength, and a credible bench of future RBS leaders.

REQUIRED SKILLS AND QUALIFICATIONS

• Bachelor's degree in a technical field. Advanced degree such as MS Engineering or MBA preferred.

• 15-20 years of progressive experience across Continuous Improvement, Operations, and General Management, including multi-site or enterprise-level transformation; 10+ years in senior leadership preferred.

• Demonstrated ownership of an enterprise business system or operating model, including its framework, maturity model, and governance.

• Deep Strategy Deployment and Hoshin Kanri expertise, including X-matrix, catchball, bowler, countermeasure management, and breakthrough objective setting.

• Proven application of CI tools, including 80/20, Value Stream Mapping, 6S, Lean Conversion, Standard Work, Visual Daily Management, Kanban, FMEA, Advanced Problem Solving, and kaizen events that delivered sustained financial, service, and quality gains.

• Lean transformation rollout experience across multiple businesses within a global platform, including non-manufacturing and commercial functions.

• Demonstrated use of digital tools, analytics platforms, and AI to automate or accelerate lean and daily management processes.

• Strong financial and operational acumen connecting operational improvement to P&L outcomes, with the analytical skills to frame problems and interpret data.

• A strong Gemba bias, with a hands-on approach built on coaching, teaching, and engagement where the work is performed.

• Strong written and verbal communication skills, with the ability to influence, teach, and build followership across functions, levels, and cultures.

PREFERRED SKILLS AND QUALIFICATIONS

• Experience in a recognized business system environment such as DBS or FBS, including certified practitioner credentials.

• Lean, Six Sigma Black Belt, or Master Black Belt certification.

• Prior P&L, general management, or plant leadership experience bringing a general manager's point of view to business system work.

• Experience extending continuous improvement beyond operations into commercial effectiveness and product excellence.

• Transformational leadership presence with a bias for action, executive presence, and a customer and associate focus.

• Experience leading change in a matrixed, acquisitive, global organization, including post-merger integration.

• Fluency in a second language, particularly Spanish or Mandarin.

• Demonstrated commitment to Regal Rexnord Values.

TRAVEL, LOCATION AND WORK ARRANGEMENT

The ideal location for this position is Regal Rexnord's corporate offices in Rosemont, Illinois, with the following work model: You'll work in a hybrid model, onsite at a designated Regal Rexnord location at least 3 days per week (Monday–Thursday), with flexibility to work remotely up to 2 days, including Friday.

• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills.  If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email [email protected]. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail [email protected].

Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.