1st Shift Inventory- Group Lead P5

Essential Duties and Responsibilities

• Work on the shop floor with daily work area assignment that are determined by Material Control Supervisor on business need.
• Ensure the proper training and onboarding of new hires and new employees within their department.
• Complete rotations under different assignments, areas, shifts, and interaction with MFG departments to ensure a well-rounded experience.
• Work on every part of the Material Control area and learn from all supervisors and demonstrate the knowledge, skills, and abilities in the Job Skill Checklist
• Owner of Material Inventory (Inventory accuracy, presentation, Material usage at line site, Receiving/Shipping).
• Data tracking as it pertains to Inventory control (Negative OH, Open TO, Cycle Counts).
• Complete Supervisor tasks under the supervision of a supervisor while receiving feedback.
• Responsible for seeking out subject matter experts, when necessary, to ensure line item sign-off
• Attend one coaching session per week with a member of the Mentorship team (Material Control Supervisor).
• Responsible for bringing a challenge or challenges they have encountered to each session to workshop with the mentorship team (Material Control Supervisor).
• Complete all items on the Job Skill Checklist signed off.
• Learn each section of the line including but not limited to: Front Walls, SAM, Sidewalls, Floors/Scuffs/Lining, Rear Frames, Roofs, Doors, End of Line, and MOD Center
• Learn from indirect departments including but not limited to: Human Resources, Material Control, Maintenance, Design Engineering, Manufacturing, Fabrication, Purchasing, IT, and Quality.
• Learn the knowledge, skills, and ability of Environmental Health and Safety.
• Understand the Cardinal Safety Rules, the purpose of the Safety Committee, and who is apart of the Safety Committee.
• Develop Leadership skills based on mentorship.
• Develop the skills to be able to conduct an accident investigation.
• Develop the skills to be able to conduct a Job Hazard Analysis.
• Develop the skills to be able to conduct a 5-Why Analysis.
• Develop the skills to be able to conduct Kaizen process.
• Manage paperwork flow, department policies, and procedures.
• Learn how to track absenteeism and time keeping.
• Maintain regular and consistent attendance.
• Comply with all company policies and procedures.

Other duties as assigned.

Some travel may be required to our Evansville and Brodhead facilities to support the Cycle Count team members

Qualifications

• Knowledge, Skills, & Abilities:
  • Preferred but not required to be a team lead for 6 months of experience within a team lead role immediately preceding the program
  • Experience with a health and safety management system (e.g.: VPP) preferred
  • Demonstrated ability to prepare/plan for what is coming (30 days, 60 days, etc.)
  • Experience using ERP/MRP and timekeeping software in a manufacturing environment
  • Experience in training and development preferred
  • Preferred Manufacturing environment background
  • Demonstrated ability to lead people and get results through others
  • An ability to think ahead and plan over a 30-day time span and prepare action plans to achieve results.
  • Experience in measuring performance to goals and standards. Preferred
  • Ability to balance and achieve positive results in the areas of safety, quality, productivity, cost, and employee relations
  • Advanced Computer skills (Syteline, Factory Track, Powerpoint presentations, Excel, etc.)
• Core Competencies:
  • Technical Aptitude
  • Leadership
  • Responsibility / Accountability.

Training:

• 30-minute Orientation
• Six months of training based on Job Skill Checklist.

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)