Come join our team at Crest Operations!

With companies located across the United States, Crest Industries is committed to bringing together the best people and the right resources to meet today’s challenges and deliver the innovations of tomorrow. With significant recent growth and company acquisitions, Crest more than ever is a catalyst for change, using a little grit and a lot of determination to drive a forward movement for our customers and our employees.

Crest Industries is seeking an Enterprise Risk Management Program Manager (“ERM Program Manager”) to lead the day-to-day execution, governance, coordination, and continued maturity of Crest’s Enterprise Risk Management program. This position owns the enterprise risk management operating cadence, including risk assessment and reporting processes, mitigation and issue tracking, and preparation of decision-ready materials for leadership and the ERM Steering Committee, and will be responsible for maintaining the enterprise risk register.

The ERM Program Manager reports to the Insurance and Risk Manager and will serve as the central program lead for Risk Owners, Risk Liaisons, business-unit leaders, functional stakeholders, and external ERM advisors. This role is ideal for someone who is highly organized, analytical, curious, and comfortable working with data, process documentation, cross-functional stakeholders, and recurring reporting cycles.

The successful candidate will bring substantial ERM or related governance experience and be prepared to assume ownership of the program, its recurring deliverables, and its ongoing development. This role will require the successful candidate to quickly build knowledge of Crest and its business units, work through ambiguity, and become Crest’s internal owner of the ERM process over time.

KEY RESPONSIBILITIES

Lead Crest’s ERM program, including Risk Owner meetings, Risk Liaison communications, data collection, follow-up, and status tracking. Coordinate with Risk Owners and Risk Liaisons to collect updates, clarify information, improve documentation quality, and reduce manual rework. Improve ERM processes to make update cycles more consistent, efficient, and less dependent on manual coordination.

Own and govern the enterprise risk register, including risk descriptions, risk owners, gross and net scores, current controls, planned actions, mitigation status, and supporting documentation. Identify incomplete updates, inconsistent data, documentation gaps, or items requiring escalation.

Prepare the ERM Steering Committee materials, executive summaries, dashboards, and enterprise risk profile updates, as well as the Board of Directors annual report.

Track mitigation plans, planned controls, action items, owners, due dates, and follow-up items across business units and functions.

Lead risk workshops, Risk Owner meetings, scoring calibration discussions, control documentation review, and planned-action tracking. Develop and maintain key risk indicators, risk metrics, action-plan reporting, and other reporting enhancements as the ERM program matures.

Develop and maintain ERM tools, templates, process documentation, guidance materials, and training resources. Maintain Power BI inputs and support recurring dashboard updates, data validation, trend analysis, and risk reporting.

Own the recurring ERM program calendar, including risk update cycles, Risk Owner meetings, Risk Liaison coordination, Steering Committee preparation, action-item tracking, and follow-up reporting. Promote practical risk ownership by helping teams understand ERM expectations, timelines, and documentation requirements.

Lead continuous improvement of the ERM process, reduce administrative burden, clarify expectations, and improve consistency across business units. Escalate process gaps, incomplete updates, inconsistent information, or items requiring leadership attention.

The ERM Program Manager must demonstrate the core values and purpose of Crest Industries:

We own doing the right thing.

We know how difficult it is to manage change and solve problems. Continuous improvement is hard work. Founded in 1958, we’ve seen our share of struggles. We’ve failed. We’ve learned and we’ve adapted. We will continue to grow and evolve to meet our customers’ ever-changing needs. To do this, there are three forces that we leverage that will not change: Our Solid Foundation, Innovation, and The Right People. When we bring these three forces together, we get a forward movement. Our logo reflects our respect for the past and our legacy but also supports where our industries are going.

THE RIGHT PEOPLE

We hire people who share our values and we put the right people in the right seats, with the skill sets that fit our customers’ challenges and we work hard to develop our people. Our people come to work because it feels like home, no matter where they are from. We place each other above egos because, at Crest, our coworkers are like your family. And like family, we believe in honest and clear communication so that the path towards our customers’ success is a united effort.

Crest Operations is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

Crest Operations is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Crest Operations will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Part of the CREST INDUSTRIES family of companies.