POSITION SUMMARY
Provides overall direction and on-floor leadership between assigned shifts and shift leads in Bearings Maintenance. Responsible for execution, tracking, and improving department goals for safety, quality, throughput, up-time and incorporate lean manufacturing principles through continuous improvement. Directs the work of leads, mechanical and electrical technicians, and communicates with support personnel to ensure department goals while providing a clear channel of communication with management. Works to ensure production requirements of current machinery and technology to hit department goals are met. Individual will support the personal and professional development of all employees within the department.
ESSENTIAL FUNCTIONS
To accomplish this job successfully, an individual must be able to perform each essential function satisfactorily.

• Coordinate maintenance activities with other departments to minimize production downtime, protect products, improve processes and ensure safety of employees.
• Review operation of plant equipment and systems to minimize unplanned downtime, reduce maintenance costs, make recommendations for preventive maintenance and identify opportunities for improvement.
• Directs assigned personnel in accordance with established procedures.
• Leads administration of the Learning and Development Program (MOC) within the department.
• Facilitates and drives 6S activities and process improvement.
• Creates, develops, and improves department metrics focusing on safety, quality, and operational efficiency
• Provides formal training and development of assigned employees.
• Maintains a high level of technical knowledge and awareness in areas related to assigned responsibilities and functions.

The successful candidate will have computer skills, demonstrated maintenance experience in an industrial environment; a minimum of 2 years leadership experience is preferred.
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)