Labor Management System

2 weeks ago

Groveport, United States Kenco Group Full time
About the Position

The Labor Management System (LMS) Coordinator position is critical to the success and sustainability of the LMS program at each site. While overall ownership of the LMS at each site rests with leadership team, the LMS Coordinator is the trained, empowered and supported individual who has the responsibility to implement, drive, sustain and continually improve the LMS program at the site.

Functions

•Serves as the management representative of the LMS program.

•Serves as the primary point of contact for the site's LMS.

•Responsible for maintaining the Labor Management System and supporting the Operations team.

•Reports to the site Operations Manager and works closely with the LM Engineering team.

•Must complete all designated training requirements.

•Responsible for coordinating and supporting initial and on-going training for every aspect of LMS at the site.

•Works in conjunction with the site Quality Coordinator to ensure documentation and training is completed in a timely fashion.

•Runs daily/weekly reports from BlueYonder/JDA/RedPrairie LMS & QlikSense BI applications.

•Imports data from LMS & BI applications into MS Excel and transforms large data sets into presentable information using v-lookups & pivot tables.

•Compiles and analyzes labor data to flag anomalies, develop corrective action plans, and coach operators/supervisors on the plans.

•Validates LMS hours against time clock hours and makes necessary adjustments in LMS system.

•Conducts time studies and process observations to validate existing standards and provides process/behavioral feedback to associates.

•Monitors and validates weekly LMS incentive data prior and provides data to Supervisor's for approval.

•Directs and maintains process development, evaluation and resulting observations at the site.

•Works with the Engineer to develop, maintain and update work standards, as necessary.

•Performs and directs data collection and analysis at the site.

•Prepares documentation for supervisors to meet with their employees on a regular basis to review their individual LMS performance.

Tracks employee performance and compliance to the site accountability structure as it pertains to the LMS program; prepares OFI documentation to be approved by HR and administered by the site supervisors.

•Based on the number of associates within a given accountability step, makes recommendations to site management about hiring and staffing plans.

•Prepares and maintains the appropriate reports as needed for proper fulfillment of the job.

•Practices safe work procedures and always follow all safety rules.

•Reports any unsafe conditions or injury to management.

•Misc. tasks as assigned by management.

Qualifications

  • High school diploma with three years of warehouse/distribution center experience OR a Bachelor's degree from a 4 year college or university
  • BlueYonder/JDA/RedPrairie or TZA ProTrack Labor Management experience preferred but not required.
  • Business Intelligence tool reporting experience preferred.
  • Microsoft Office Suite experience required.
  • Forklift experience preferred.
Competencies

•Action Oriented - Taking on new opportunities and touch challenges with a sense of urgency, high energy, and enthusiasm.

•Collaborates - Building partnerships and working collaboratively with other to meet shared objectives.

•Decision Quality - Making good and timely decisions that keep the organization moving forward.

•Optimize Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.

•Situational Adaptability - Adapting approach and demeanor in real time to match the shifting demands of different situations.

Travel Requirements
  • No travel required


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)

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