What are the responsibilities and job description for the Manufacturing Engineer position at EMOTIV?
Key Areas of Responsibility (Answerable for the following end results)
- Support production in reducing / eliminating equipment and tooling downtime or scrap, utilizing good analytical methodologies.
- Create & maintain Process Flow, PFMEA, Standard Operating Procedures and Line Balance documentation.
- Meet or exceed labor content standards utilizing good assembly methodologies and ergonomics.
- Support and maintain error-proofing methodologies, cell layout enhancements and update Master CAD layouts.
- Support and develop department or maintenance projects / activities with good engineering direction. Take part or facilitate the team Lean strategies and methodologies and / or Six Sigma activities.
- Facilitate process / continued improvement.
- Support, cost estimate and document all engineering changes.
- Initiate actions to prevent the occurrence of any nonconformance relating to product, process & systems. Implement interim processes as required to correct or contain all non-conformances.
- Working knowledge of manufacturing / mechanical processes and equipment (PLC, torque tools and equipment).
- Document all activities as required.
- Adhere to all company guidelines for Emergency Evacuation to ensure employee safety.
- Any additional responsibility deemed necessary by management.
Limits of Authority
Basic Education, Experience and Skills Required
Internal Training (Minimum Requirements)
Process 07- Engineering Change
BOS Overview
Health, Safety and Physical Demand Requirements
Risks Associated with Job Function
Travel Requirements
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)
