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This position requires: a self-motivated individual with a sense of urgency to manage factory production operations; a person who will work collaboratively with the rest of the organization to achieve the overall business objectives for his/her span of control; someone who will make data-driven decisions and utilize critical thinking including risk/reward trade-offs, total lifecycle costs and benefits, and critical path timing; and an individual with strong communication skills (both written and verbal) to provide regular progress reports and summaries to all levels of the organization from the shop floor to the board room.
The successful candidate will: be able to motivate individuals to achieve a common goal, utilize the talent development and performance management processes to build a strong diverse team with forethought around succession planning; possess business acumen to provide resource and budget estimates and articulate business cases; and have the ability to plan and track resources across multiple areas.
Responsibilities
Maintain a safe working environment for all employees, ensuring compliance to all Company, local, state and federal codes and regulations.
Provide leadership and direction to the Manufacturing Group across a 3 shift operation.
Develop production plans that ensure products are delivered to a high quality standard, on-time, and on cost.
Utilizing the principles of lean manufacturing, identify key areas to improve operational efficiency and effectiveness through improving processes & procedures, workflow, resource allocation, inventory management etc.
Develop and maintain appropriate controls and reports necessary to drive operational improvements in cost management, quality and product lead-times.
Performance Management and Talent Development – In a timely manner and on a consistent basis provide candid feedback to employees regarding their performance. Challenge people to achieve their best and support them in their efforts for personal development.
Establish succession plans for critical positions at all levels within the production organizations with special emphasis on high skill production positions. Participate in the hiring process to continue to build strong diverse teams.
Qualifications
3-5 years of experience directly managing people.
7-10 years of experience in a manufacturing environment with a blended experience base in production, planning, quality and maintenance.
Bachelor’s degree in Engineering (ME/EE/IE preferred), Operations Management or related field – or – equivalent work experience with a demonstrated track record of success. Graduate Degree in Business Related Field preferred.
Strong background in lean manufacturing. A passion and ability to truly engage people at all levels of an organization. A balanced focus between processes and systems as well as achieving results. An understanding of fundamental lean principles such as standard work creation and use, value stream mapping, 5S, kaizen events, etc.
Proficient knowledge of ERP/MRP systems (JD Edwards preferred).
Experience working in a union environment (preferred).
Company Culture Requirements
Treat all people with Respect – People matter. Understand your audience and your impact. We are better when people are heard and valued for their unique perspective.
Take Ownership – People are counting on you. Act with integrity and follow through on commitments.
Empower Action – We succeed when we work together. Our differences make us stronger and create better outcomes. People and teams are empowered to make decisions and take action.
Commitment to Stakeholders – We are committed to knowing and exceeding the expectations of our customers, employees, ownership and communities.
Life Beyond Work – People need balance. Embrace opportunities to pursue your passions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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)