Operations Superintendent - 3rd Shift

Job Summary

• The Operations Superintendent is a key role in the success of our business. This individual directly supports all areas of the business, identifies and addresses any material constraints, and provides daily direction to the team as they successfully execute the schedule.

Essential Duties & Responsibilities

• Ensures compliance with all safety and environmental regulations and rules. Supports ISO14001 and TS16949 quality standards.
• Identifies and resolves operational bottlenecks using lean methodologies to increase department throughput and efficiency and reduce labor cost. 
• Develops and implements operating methods and procedures designed to improve profitability, lower cost, & eliminate waste.
• Manages production personnel, making sure the correct number of personnel with the correct training are available as needed to meet customer requirements as efficiently as possible.
• Works with supervisors on each shift to ensure availability of adequate resources while meeting production requirements and maintaining company policies with the work force.
• Monitors production metrics such as productivity, absorption, and scrap on a daily basis and develops action plans for gaps.
• Leads entire facility personnel across all departments.
• Exhibits a continual improvement mindset for the areas of responsibility and their own personal growth.
• Other duties as assigned.

Qualifications

Education & Experience

• Bachelors’ degree from a four-year college or university, or 5 years related experience in a similar production environment; or equivalent combination of education and experience.

Other Skills

• Must possess a strong working knowledge of the assigned product line and processes; good product knowledge and ability to locate and identify correct components.
• Superior initiative and positive attitude; willing to do what is necessary to meet production requirements; willing to accept responsibility, and hold others accountable.
• Ability to serve in a leadership position and direct others through instruction and by example.
• Attention to detail and quality of product.
• Ability to work well with others – including all supervisors and managers in all departments and on all shifts.
• Knowledge of raw materials, production processes, quality control, costs and other techniques for maximizing the effective manufacturing and distribution of goods.
• Knowledge of Lean manufacturing principles
• Knowledge of principles and processes for providing customer services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Working knowledge of ERP systems.
• Ability to use A3 problem solving techniques.
• Ability to effectively communicate in a verbal and written format.

Working Relations

• Management Group
• Supervisor Group
• Floor Personnel

Environmental & Physical Demands

• The employee must occasionally lift and/or move up to 60 pounds.
• Occupational noise exposure is high during performance of some required duties. Adequate hearing protection is provided and required at key locations.
• Occupational exposure to fumes and dust is regularly encountered. Personal Protective Equipment including safety glasses and steel-toed, industrial footwear is required at all times.
• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

ConMet provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state, or local laws (“Protected Characteristics”). Ensuring fair wages is an important Company value. Accordingly, the Company will not pay wages to any employee at a rate less than the Company pays to other employees for work that is substantially equivalent and requires comparable skills unless a bona fide factor justifies a pay differential. The Company prohibits pay disparity based on Protected Characteristics or prior salary history. The Company prohibits retaliation against employees for discussing compensation.