What are the responsibilities and job description for the Continuous Improvement Coordinator position at Trelleborg Group?
Tasks and Responsibilities
- Identifies and facilitates improvement projects, training / workshops to drive cultural change
- Provides training on foundational continual improvement concepts and tools
- Provides training / coaching & mentoring for project leaders in both basic and advanced continual improvement concepts and tools
- Provides training / coaching & mentoring for department champions to enable them with the knowledge and skills needed for them to facilitate changes, transfer knowledge and increase the C.I. culture in their functional areas
- Leads and facilitates improvement projects as needed
- Creates / maintains a system to capture & communicate return and results for process improvements
- Assists departments in determining relevant metrics for their area that align with corporate metrics & goals
- Assists departments in planning improvement projects for their area that align to the corporate metrics & goals
- Collaborates with employees to identify and implement continuous improvement projects
- Assists departments in establishing a system to capture, prioritize, and implement improvement ideas
- Establishes / maintains improvement program metrics & reporting for the facility
- Collects, curates, and utilizes data to improve the CI program
Education and Experience
Required :
Desired :
Competencies
Travel requirements
NOTE : This job description is not intended to be all-inclusive. Employees may perform other related duties as required to meet the ongoing needs of the organization.
EEO Statement
All qualified applicants will receive consideration for employment without regard to race,
color, religion, sex, sexual orientation, gender identity, national origin, protected veteran,
disability, or any other status protected by state or federal law.
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)
