Read this FIRST please do NOT apply if any of these is you

We screen hard for the following and it wastes both our time. If one describes you, this role is not a fit please don't apply:

- Your work is inspecting, auditing, certifying, or governing other people's output (QA/QC, audit, compliance, ISO/QMS, a quality or PMO function). This is a build-and-drive role, not a governance role.
- You are an order-taker you deliver well once handed the target, the roadmap, or the vision, but you don't originate the agenda yourself.
- You need a team, a playbook, data, or existing structure to be productive. Here there is none on Day 1 you build it.
- You lead by delegating and would struggle to name what you personally built with your own hands in the last year.
- You think in frameworks and 30-60-90 decks more than in shipped, decision-grade deliverables.
- You measure your career in titles and 35 year ladders rather than in problems personally solved.
- A belt (Six Sigma/MBB) or a big-consulting logo is the strongest thing on your rsum. We've hired that profile; it did not drive.
- You are a coach / mentor / trainer whose team experience is teaching or certifying people ("trained 150+ in Six Sigma") but who has never owned accountability for a team actually delivering results. Teaching people is not the same as driving a team to produce.
- You are too senior to roll up your sleeves you would not personally do analyst-level work on Day 1 when there is no one else to do it.

The role (one paragraph) For 30+ years, one person has been the sole source of process identification, solution design, and transformation at our company a 200-person medical-services operation. You will take over the "what and why." You read the business objectives, decide what gets fixed and why, author the Business Cases that go to committee and CEO sign-off, and drive a team to deliver building that team from near-zero and mentoring an internal successor. You also lead each process the whole way up our maturity ladder from discovery to standardization to control to optimization to automation and you own the standard and keep it from drifting, by design. This is the seat directly below the CEO, over process.

It is not a support role, not a quality/inspection role, and not the technology role. It is also not an individual-contributor role Senior Business Analysts report to you and you drive results through them — yet you must keep the roll-up-your-sleeves, whatever-it-takes paradigm: on Day 1 you have one or two analysts, so you drop down and do the analyst-level work yourself when the job needs it, then climb back to altitude as fast as possible.



Throughout, you hold an end-to-end strategic view across the entire operational unit.

What you'll do

1. Set the agenda — top-down. Identify the highest-leverage transformation opportunities from the business objectives, not from a target someone hands you.
2. Author Business Cases at speed — problem root cause solution cost/return recommendation — in days, not weeks.
3. Drive delivery through resistance. Make and defend calls without waiting for permission.
4. Build, lead, and get results through a small process team — with the authority to hold people accountable for output, not just coach them — and mentor an internal successor. (Getting a team to produce results is the job; teaching/training people is not the same thing.)
5. Own the standard and make it stick — by design. You set the house standard and are accountable for it holding: you engineer conformance and prevent drift as the person who owns the standard. (This is not a QA/inspection job — you build control in; you do not police other people's work. A dedicated inspection function, if ever needed, comes much later.)
6. Lead each process the full climb — discover standardize control optimize automate/scale — without skipping the control step. (You lead the process; our Fractional CTO owns the technology when a process reaches the automate stage.)
7. Prioritize against strategy and lock onto Key Results. Understand the strategic objectives, prioritize among them, choose and sequence the projects that move them most — and drive with a relentless, super-driver focus on measurable Key Results, not activity.

You must have (hard gates — non-negotiable)

- A process OR tech/engineering background with a systems mind and strong quantitative/logical aptitude. No generalists.
- A demonstrated record of driving change — not facilitating, governing, or inspecting it — and of building a function or team from scratch.
- Comfort in an unstructured, low-data, roll-up-your-sleeves environment: you personally do the hands-on work before there's a team to delegate to.
- Owner-altitude thinking, end-to-end — you reason about the whole business outcome across the entire operational unit, not the task level.
- Results through a team,



with authority — proven experience owning accountability for a team's output and driving people to produce. A leadership seat, not an IC role. Coaching/mentoring/training people is not the same as owning a team's results.
- Strategic prioritization + KR focus — you understand and prioritize the strategic objectives, prioritize the projects that serve them, and drive to the Key Results.
- Player-coach, no ego about the work — you'll do analyst-level work yourself on Day 1 when there's no one else to (the roll-up-sleeves paradigm stays) while driving to climb back to the altitude seat rapid.
- Speed. You produce decision-grade documents in days.

A plus (NOT required — the team supplies these)

- Lean/Six Sigma/BPM methodology (a green flag, never the reason we'd hire — the craft transfers and the team supplies the domain).
- Healthcare / RCM / medical-billing exposure.

Screening questions (answer every one — exact, factual answers)

1. Keyword: type DRIVER as the first word of your response.
2. In your most recent role, did people report directly to you and were you accountable for their delivered output (not only mentoring/training them)? Yes / No — if Yes, how many people reported directly to you? ________
3. How many years have you led a team whose results you owned? (number)
4. How many Business Cases (problem root cause options ROI recommendation) have you personally authored end-to-end that were approved / funded in the last 24 months? (number)
5. Is your degree/background in process, industrial/systems, or another engineering / quantitative-technical discipline? Yes / No — name it: ________
6. Is your current role primarily QA, quality, audit, compliance, ISO/QMS, PMO, or governance? Yes / No
7. Are you willing to personally do hands-on, analyst-level work from Day 1 with little or no team under you? Yes / No
8. Do you have DISC and Kolbe A results you can share on request? Yes / No
9. Notice period (in days) and earliest start date: ________

To apply Begin your response with the word "DRIVER" (in caps, as the first word) so we know you read the full posting. Applications that don't start with "DRIVER" are not reviewed.

Attach a rsum focused on what you personally built and drove — processes you redesigned, cycle time you cut, throughput you raised, teams you built from zero — not job duties or consulting-firm logos. If you have Kolbe A and DISC results, include them (not required to apply; finalists are assessed on them).

We verify employment history and references for all finalists.

📌 Process Transformation Driver-Manager (Chandigarh)
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📍 Chandigarh