Head of IT Strategy & Delivery Excellence

Head Of It Strategy & Delivery Excellence

AVI Foodsystems is looking for an energetic and optimistic team member to fill the role of Head of IT Strategy & Delivery Excellence.

Founded in 1960, AVI Foodsystems has evolved into one of the most respected and trusted food service companies in the nation. Providing comprehensive food services with a focus on the highest quality and freshest ingredients, impeccable service and total value is the reputation we have earned and live up to everyday.

Reports to: Chief Information Officer (CIO) Direct Reports: 1 (initial) scaling to 6+ (strategic growth)

The mission

As the Head of IT Strategy & Delivery Excellence, you serve as the "COO of IT" and the CIO's primary strategic partner. Your mission is to transition the organization from a traditional, process-heavy PMO to a high-velocity Value Management Office (VMO). This is a Player-Coach role: you will personally lead high-stakes strategic initiatives while building a lean, world-class team that treats IT as a value-driver, not a cost center.

Modernized value management (the VMO)

• Outcome-led governance: replace "heavy" PMO checklists with automated governance. Focus on value velocitythe speed at which an idea becomes a business result.
• Investment & FinOps: act as the "CFO of IT," managing the CapEx/OpEx budget and implementing FinOps to optimize cloud spend and TCO transparency.
• Strategic intake: implement a "value-first" prioritization framework to ensure the enterprise focuses on the best initiatives.
• M&A & transformation: personally lead the IT integration playbook for new acquisitions, ensuring rapid time-to-value for the ownership group.

II. Agile delivery & the "light" PMO

• Adaptive delivery: design a "lean-agile" framework where project managers act as enablers, not "taskmasters."
• Organizational change management (OCM): lead the human side of digital transformation, ensuring user adoption is measured as a key project success metric.
• Self-service enablement: build "project kits" that allow business units to run smaller initiatives without heavy IT oversight, keeping the central team lean.

III. Business relationship & workforce strategy

• Strategic BRM: act as the primary partner to the CFO, COO, and Sales VPs to co-author their long term digital roadmaps.
• IT digital branding: own the "story of IT." Use intentional internal communications to market IT's successes and value to the board and ownership.
• Workforce evolution: design the talent roadmap to upskill the organization in AI, automation, and data-driven decision-making.

The "1-to-many" team evolution

This role follows a phased growth model, allowing the leader to establish credibility as a Player-Coach before scaling the organization.

Phase 1: foundation (the player-coach)

• The focus: personal leadership of the enterprise's top 23 strategic initiatives.
• The goal: stand up the "business of IT" framework (intake, ROI tracking, and FinOps) and establish a "light PMO" culture.

Phase 2: scale (the strategic core)

• The hire: add a value analyst (IT finance/ROI) and a delivery orchestrator (agile/OCM).
• The goal: offload tactical execution to focus on long-term IT strategy and M&A integration playbooks.

Phase 3: maturity (the strategic partner)

• The hire: expand to include business relationship managers (BRMs) and technical writers/change specialists.
• The goal: full integration of IT into every business unit, shifting the team from "executors" to "strategic consultants."

The ideal profile

• Experience: 3+ years in IT leadership or management consulting. You have seen "big tech" scale but prefer the agility of a privately owned environment.
• The player-coach DNA: you are just as comfortable building a 3-year financial model in Excel as you are presenting a transformation roadmap to the board.
• Modern SDLC knowledge: you advocate for DevOps and product-centric delivery over "waterfall" status reporting.
• Influence: ability to push back on the C-suite with data-driven insights while maintaining high-trust relationships.

Benefits

• A family culture and atmosphere
• Competitive compensation
• Health, dental, vision, and life insurance for full-time team members
• 401(k) with generous company match
• Paid vacations and holidays
• Immense training and growth opportunities

We conduct pre-employment drug testing. EOE