What are the responsibilities and job description for the Plant Manager position at Emotiv Mobility LLC?
Key Areas of Responsibility (Answerable for the following end results)
- 100% responsible for the day-to-day operation of the facility, including Operations, Mfg. Engineering, Controls, Information Technology, Maintenance, Materials, Quality, Human Resources, Health and Safety departments.
- Clearly and effectively communicate plant and company goals, expectations and objectives to all staff and hourly team members.
- Lead management meetings, high-level corrective actions, operations reviews, and the general promotion of continual improvement as a business culture.
- Create, maintain and foster positive relationships with key relationships.
- Foster a Safety-First environment to achieve safety goals and objectives for the facility.
- Execute all business plan objectives to ensure a profitable operation (achieve monthly P & L objectives).
- Strategize, plan and adjust business plan utilizing a complete risk and opportunity analysis and review monthly with executive leadership and plant leadership.
- Foster environment conducive to identify and achieve continuous improvement activities above and beyond the business plan objectives.
- Ensure High levels of Employee Satisfaction.
- Create and sustain an environment to hold all departments accountable meet their performance objectives per plant goals, company goals and business objectives.
- Perform internal reviews, providing coaching, teaching, counseling as required.
- Ensure the successful launch of engineering changes, model changeovers and new programs.
- Ensure the readiness of the facility for sudden catastrophic failures as outlined in the Disaster Recovery Process (i.e.: Severe weather, Fire, IT server failures, power failures, etc.).
- Comply with all company directed policies and procedures developed within the Business Operating System.
- Ensure building and premises are secure from all non-authorized personal.
- Document all activities as required.
- Adhere to and promote the Vision and Culture Operating Philosophy and observe the rules, regulation and direction of the Employee Handbook.
- Any additional responsibility deemed necessary by management.
Limits of Authority
- Advise Executive Management of those situations that may pose a significant risk to the program, product assurance, facilities, employee safety or customer satisfaction results.
- Initiate actions to prevent the occurrence of any nonconformance relating to product, process & systems.
- Identify and record any problems relating to the product, process or system.
- Initiate, recommend or provide solutions through the appropriate channels and verify implementation.
- Control further processing and delivery of nonconforming products until the deficiency is corrected.
- Responsible to meet customer requirements with regards to operational volumes, product quality and delivery.
Basic Education, Experience, Core Competencies and Skills Required
- Bachelor’s degree in a manufacturing or management discipline or equivalent combination of work and education.
- Minimum 15 years related experience in an Automotive Manufacturing/Materials environment.
- Must be able to effectively communicate with all levels within the business as well as executive leadership.
- Must have extensive experience in Materials Management and Operations.
- Possess excellent verbal, and written communications skills
- Possess leadership abilities, and organizational skills.
- Ability to Delegate
- Works well under pressure
- Problem Solver
- Proficient computer skills (i.e. Word, Excel, etc.).
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)
