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The Director of Continuous Improvement & Organizational Development is responsible for systematically improving every aspect of Acadia’s business. Their mission is to make the company more efficient, more profitable, easier to manage, and less dependent on the owner by continually improving systems, processes, technology, training, accountability, and organizational structure.

Success is measured not by how much work they personally perform, but by how much better the organization performs because of their work.
 

• Continuously improve and document existing Standard Operating Procedures (SOPs).

• Eliminate unnecessary work and reduce waste.
• Standardize field operations across all divisions.
• Improve estimating processes.
• Improve sales workflows.
• Improve production workflows.
• Improve warranty processes.
• Improve project closeout procedures.
• Improve communication between departments.
• Develop scalable systems that reduce dependency on individual employees.
   

Own the implementation, optimization, and adoption of company technology, including:

• Aspire

• Team Engine
• Slack
• CRM systems
• AI tools
• Automation software
• Reporting dashboards
• Learning Management Systems (LMS)

Design, maintain, and continuously improve company scorecards.

• Close rate
• Gross margin
• Lead response time
• Proposal turnaround time
• Average sale size
• Sales cycle length

• Labor efficiency
• Gross profit
• Schedule adherence
• Callbacks
• Change orders
• Customer satisfaction

• Safety incidents
• Warranty costs
• Equipment downtime
• Fleet utilization
• Inventory accuracy

• EBITDA
• Cash conversion cycle
• Overhead percentage
• Revenue per employee
• Net profit
• Return on invested capital

Develop training systems for every role.

Examples include:

• Crew Leader Academy
• Project Manager Academy
• Sales Academy
• Aspire Training
• AI Training
• Equipment Training
• Safety Training
• Customer Service Training
• Leadership Development Program

Responsibilities include:

• Build Acadia University.
• Maintain learning management systems.
• Create quizzes and certifications.
• Standardize onboarding.
• Measure training effectiveness.
• Develop future leaders.

Rather than personally recruiting everyone, build a world-class hiring system.

Responsibilities include:

• Write job descriptions.
• Maintain interview guides.
• Develop hiring scorecards.
• Improve recruiting systems.
• Improve onboarding.
• Improve orientation.
• Build career paths.
• Improve employee retention.
• Develop succession plans.
   

Study every department and continuously improve organizational effectiveness.

Regularly ask:

• Where are the bottlenecks?
• Where is work being duplicated?
• What decisions only owner makes that someone else should?
• What systems need to exist?
• What positions should exist next?
• How can departments work together more effectively?
• What organizational changes increase scalability?

Implement Lean principles throughout the company.

Examples include:

• Reduce waiting.
• Reduce transportation.
• Reduce defects.
• Reduce rework.
• Reduce inventory waste.
• Improve jobsite organization.
• Improve equipment utilization.
• Improve scheduling.
• Reduce unnecessary motion.
• Reduce overprocessing.

Quality Control

Develop and continuously improve company quality standards.

Lead major company-wide initiatives, including:

• Aspire implementation
• AI implementation
• New compensation systems
• Warehouse improvements
• Fleet optimization
• Inventory control
• Internal communication improvements
• Leadership development
• SOP standardization
• Digital transformation
• Process automation
• Acquisition integration planning
• Post-acquisition process standardization
• ESOP implementation support
• Organizational restructuring for growth
• Enterprise value improvement initiatives

Support Acadia’s long-term growth strategy through acquisitions and strategic expansion.

Responsibilities include:

• Identify operational improvement opportunities that increase enterprise value.
• Assist leadership in identifying acquisition opportunities.
• Participate in operational due diligence of acquisition targets.
• Evaluate organizational structures, technology platforms, financial reporting systems, and operational processes of prospective acquisitions.
• Develop post-acquisition integration plans.
• Standardize systems and operating procedures across acquired companies.
• Integrate technology platforms, reporting systems, KPIs, and workflows.
• Preserve company culture while implementing operational best practices.
• Develop integration scorecards and measure post-acquisition success.
• Assist with strategic planning for future geographic and service-line expansion.

Support Acadia’s long-term employee ownership strategy.

Develop executive dashboards.

Weekly

• Revenue
• Gross profit
• Labor
• Backlog
• Sales pipeline
• Cash position
• Safety
• Production efficiency

Monthly

• Department performance
• KPI trends
• Improvement initiatives
• Opportunities
• Risks
• Financial performance

Facilitate regular improvement meetings.

Questions include:

• What frustrated people this week?
• What process failed?
• What wasted time?
• What can be automated?
• What should become an SOP?
• What technology should we implement?
• What can we stop doing?
• What can we improve next?

First-Year Projects

• Complete Aspire implementation.
• Improve the SOP library for every department.
• Build Acadia University.
• Develop executive KPI dashboards.
• Implement standardized hiring systems.
• Launch quarterly quality audits.
• Reduce production inefficiencies.
• Improve onboarding.
• Create manager scorecards.
• Build leadership development programs.
• Develop Acadia’s acquisition integration playbook.
• Create standardized operational due diligence processes.
• Evaluate organizational readiness for an ESOP.
• Develop employee ownership education materials.
• Identify operational improvements that increase enterprise value.

The ideal candidate is:

• Highly organized
• Analytical
• Process-oriented
• Curious
• Technologically savvy
• Strong communicator
• Excellent teacher
• Excellent project manager
• Comfortable challenging the status quo
• Respected by both field and office staff
• Data-driven
• Relentless about execution
• Passionate about building systems rather than solving the same problem twice

Within three to five years, this role should become the architect of Acadia’s operating system.

While the Operations Director focuses on executing today’s work and department leaders focus on leading their teams, the Director of Continuous Improvement & Organizational Development ensures the company is continually becoming more efficient, more scalable, more profitable, and more valuable.

As Acadia grows, this leader will play a central role in mergers and acquisitions by evaluating acquisition targets, leading operational due diligence, integrating newly acquired businesses, and standardizing systems while preserving each company’s strengths and culture.

If Acadia transitions to an Employee Stock Ownership Plan (ESOP), this role will help build the operational discipline, reporting systems, training programs, governance processes, and ownership culture necessary for a successful employee-owned organization.