Position Summary

The Production Coordinator is responsible for coordinating technician staffing and deployment readiness across current and upcoming F6 data center projects. The role serves as a central operational link between Field Operations Managers, Project Managers, Site Leads, internal support teams, Meriton Operating Companies, and approved subcontractor or labor partners.

This position translates project resource requirements into clear staffing needs, maintains accurate workforce schedules and rosters, identifies gaps, confirms deployment prerequisites, communicates assignment changes, and provides leadership with reliable visibility into current and future resource demand.

The Production Coordinator does not own employee performance management or project outcomes. Field Operations Managers own people decisions and workforce performance; Project Managers own project outcomes. The Production Coordinator creates the coordination, readiness, and resource visibility that allow both functions to execute effectively.

The Production Coordinator helps put the right people, with the right qualifications, in the right place at the right time.

Resource & Staffing Coordination

• Coordinate technician staffing requirements across current and upcoming data center projects.
• Partner with Project Managers and Field Operations Managers to understand headcount, skill level, qualifications, location, schedule, and anticipated project duration.
• Maintain forward visibility of resource demand and upcoming deployment needs.
• Identify staffing gaps, overlaps, scheduling conflicts, and potential shortages early.
• Coordinate available resources across F6 and, when directed, other Meriton Operating Companies and approved external labor partners.
• Maintain accurate staffing schedules, technician rosters, assignments, availability, rotations, and related workforce information.
• Support rapid adjustments when project schedules or resource requirements change.
• Ensure staffing decisions and open needs are clearly communicated to appropriate leadership.

Deployment Readiness

• Confirm technicians meet applicable project, customer, safety, training, credentialing, and site-access requirements before deployment.
• Coordinate onboarding and mobilization requirements with the appropriate internal teams.
• Maintain visibility of required certifications, badges, training, documentation, and project-specific prerequisites.
• Identify readiness gaps before scheduled deployment dates and drive follow-up with the responsible owner.
• Ensure assignment details and project-specific information are communicated accurately and promptly.
• Coordinate with Travel, Field Operations, Project teams, and other support functions to reduce preventable deployment delays.
• Escalate unresolved readiness issues that may place project commitments at risk.

Workforce Visibility & Reporting

• Maintain current and reliable workforce data used by operational and project leadership.
• Track staffing status, open needs, technician availability, assignments, utilization, and other key workforce metrics.
• Provide regular staffing and readiness updates to leadership.
• Support resource forecasting by maintaining visibility of project start dates, durations, rotations, and expected demobilizations.
• Identify trends that may create future capacity or capability constraints.
• Maintain organized records and documentation supporting staffing decisions.
• Help improve dashboards, trackers, and workforce reporting processes as the organization scales.

Cross-Functional Coordination

• Serve as a central coordination point for workforce requirements among Field Operations Managers, Project Managers, Site Leads, internal support teams, Meriton Operating Companies, and approved external labor partners.
• Facilitate regular staffing discussions and ensure open resource needs remain visible.
• Communicate assignment changes, schedule changes, project requirements, and other relevant information clearly and promptly.
• Coordinate handoffs between recruiting/onboarding, Field Operations, Travel, Training, and project teams when new or redeployed employees are mobilizing.
• Build strong working relationships across functions and operating companies.
• Ensure stakeholders understand current staffing status, constraints, and required next actions.

Field Operations Manager Partnership

Field Operations Managers own people performance, development, discipline, employee relations, and final workforce decisions. The Production Coordinator supports that ownership by providing accurate resource information and coordinating execution.

• Maintain visibility of technician availability and deployment status.
• Communicate upcoming staffing requirements and identified gaps.
• Support workforce planning and redeployment discussions.
• Surface potential utilization, rotation, or coverage concerns.
• Coordinate approved staffing decisions into executable deployment plans.
• Provide accurate workforce data to support FOM decision-making.

Project Manager & Site Lead Partnership

• Receive and clarify project resource requirements from Project Managers.
• Maintain awareness of project schedule changes that affect staffing.
• Coordinate with Site Leads regarding expected arrivals, rotations, demobilizations, and field resource needs.
• Communicate resource constraints early so project teams can plan appropriately.
• Support project teams with clear visibility into confirmed, pending, and open staffing needs.
• Escalate unresolved workforce risks that could affect schedule, safety, quality, or customer commitments.

The Project Manager defines what the project needs and when. Field Operations owns the people. The Production Coordinator connects those requirements into an organized staffing and deployment plan.

Meriton Operating Company & External Partner Coordination

• Coordinate workforce requests and availability with other Meriton Operating Companies when cross-company support is required.
• Work with approved subcontractor or contingent-labor partners when directed to support staffing needs.
• Clearly communicate required qualifications, schedule, location, duration, and project expectations.
• Confirm supplied resources meet established deployment requirements before assignment.
• Maintain accurate records of external resources and assignments.
• Escalate capability, availability, compliance, or performance concerns to the appropriate F6 leader rather than independently managing external personnel.

Process Improvement & Scalability

• Identify recurring bottlenecks in staffing, mobilization, readiness, and workforce communication.
• Recommend improvements to resource planning and coordination processes.
• Help standardize staffing trackers, readiness checks, and deployment workflows.
• Reduce manual rework and duplicate communication by improving information flow.
• Support development of scalable workforce-management processes as F6 grows.
• Partner with leadership to improve accuracy and consistency of resource forecasting.

Role Boundaries

Clear ownership between Production Coordination, Field Operations, and Project Management is essential.

• Production Coordinator: coordinates staffing, readiness, workforce information, and deployment execution.
• Field Operations Manager: owns people performance, development, discipline, employee relations, staffing decisions, and workforce leadership.
• Project Manager: owns project scope, schedule, stakeholder commitments, commercial performance, risk, and overall project outcome.
• Site Lead: owns daily field execution and onsite leadership.
• Travel Coordinator: owns travel-account setup and travel arrangements within established F6 processes.

The Production Coordinator should drive follow-through and visibility without creating competing lines of authority.

What Defines a Successful F6 Production Coordinator

• Maintains accurate, current workforce information.
• Anticipates staffing gaps before they become project emergencies.
• Understands which qualifications and skill levels are required for each assignment.
• Ensures technicians are deployment-ready before mobilization.
• Communicates changes quickly and clearly.
• Builds productive relationships across Operations, Projects, and support functions.
• Follows open needs through resolution.
• Handles multiple projects and changing priorities without losing accuracy.
• Escalates risks early.
• Uses sound judgment and understands when a decision belongs to a FOM, PM, or other leader.
• Improves processes instead of accepting recurring coordination failures.
• Understands that reliable workforce coordination directly affects customer experience, employee experience, project execution, and profitability.

Required Qualifications

• Two or more years of experience in workforce coordination, scheduling, project coordination, operations, field services, construction, administration, or a related role.
• Demonstrated ability to coordinate multiple resources, projects, schedules, and changing priorities.
• Strong administrative and organizational skills with exceptional attention to detail.
• Excellent written and verbal communication skills.
• Strong interpersonal skills and ability to work effectively with technicians, leaders, internal teams, and external business partners.
• Demonstrated accountability, follow-through, and proactive problem-solving.
• Proficiency with Microsoft Outlook, Excel, Word, Teams, and digital tracking or scheduling tools.
• Ability to maintain accurate records and appropriately handle confidential or sensitive information.
• High school diploma or equivalent.

Preferred Qualifications

• Associate or bachelor's degree in business administration, operations, construction management, project management, or a related field.
• Experience coordinating field technicians, skilled tradespeople, subcontractors, or contingent labor.
• Experience supporting data center, construction, HVAC/mechanical, electrical, technology infrastructure, commissioning, or mission-critical projects.
• Experience with workforce-management, scheduling, project-management, ERP, or resource-planning systems.
• Experience working across multiple business units or operating companies.
• Experience supporting geographically distributed or traveling field teams.
• Understanding of technician qualifications, training, credentialing, and deployment-readiness processes.

Data center experience is preferred but not required. Strong candidates will demonstrate the organization, judgment, urgency, and communication skills necessary to coordinate a complex technical workforce.

Measures of Success

• Timely fulfillment and clear visibility of project staffing requirements.
• Accuracy of staffing schedules, rosters, assignments, and workforce data.
• Reduction in preventable deployment-readiness issues.
• Proactive identification of staffing shortages and schedule conflicts.
• Technician readiness and compliance before deployment.
• Clear and timely communication among Field Operations, Project teams, support functions, Meriton Operating Companies, and external partners.
• Improved workforce forecasting and resource utilization visibility.
• Consistent follow-through on open staffing and deployment actions.
• Strong stakeholder confidence in the accuracy of Production Coordination information.

The Standard

Know the demand.

Know the available workforce.

Know who is ready to deploy.

Find the gaps early.

Keep the information current.

Communicate changes quickly.

Follow open needs through resolution.

Escalate before staffing becomes a project problem.

Build a process that scales.

Put the right people in the right place at the right time.

Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status.  Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.

Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.