Plant Manager
2 weeks ago
Position is located in Hudson, Indiana.
POSITION SUMMARY: The Plant Manager is responsible for organizing, leading, and managing the overall plant operations. The plant manager must embrace plant and corporate initiatives including Operations, Safety, Engineering, Quality, and Supply Chain/Materials initiatives. The plant manager will use the Midway Production System (MPS) to create a culture of continuous improvement to drive year over year improvements by using such lean tools as policy deployment, 5S, standard work, kaizen, and process confirmation to name a few. The plant manager will maintain a workforce of motivated employees with performance being measured at or above minimum acceptable levels and drive performance to achieve or exceed financial plans and strategic goals while maintaining compliance to Federal, State, and local Safety & Environmental regulations and laws.
Responsibilities of this position include, but are not limited to, the following:
- Sets overall plant policies and procedures to ensure effective operations consistent with the MPS values and philosophy.
- Coordinates and directs through managers, all functions of facility operations, including but not limited to Manufacturing, Engineering, Quality, Materials, and Finance.
- Aligns operational objectives with the overall business objectives to ensure a strategy-focused workforce.
- Manages operating performance through the effective use of the MPS process and structured problem solving.
- Directs and mentors the plant leadership team in the performance of their respective roles.
- Fosters an environment which promotes Midway Products Group goals, encourages continuous improvement, and builds customer relationships.
- Develops, controls, and critically reviews results of operation in reference to planned objectives.
- Accountable for the day-to-day decisions that directly impact the safety, quality, efficiency, and profitability of the overall plant.
- Attracts, selects, develops, trains, coaches, appraises, and motivates managers and other personnel for key staff positions and the facility.
- Represents the company in the local community to enhance its image and reputation.
- Treats all team members with respect & dignity.
- Performs other tasks as assigned.
JOB QUALIFICATION REQUIREMENTS:
- Bachelor's degree in the field of Engineering or Operations preferred.
- Ten years' experience in a related field, preferably with an automotive supplier.
- 3+ years managing direct reports.
- Demonstrated written, verbal, and interpersonal communications skills.
- Demonstrated success in effectively and confidently providing "leadership" to employees in a constantly changing environment.
- Must be able to effectively and confidently communicate and coordinate project assignments with employees, customers, and suppliers at all levels of their respective organizations.
- Experience with lean, six sigma, and/or continuous improvement.
- Proficient in MS Office.
SPECIAL SKILLS:
- The ability to administer policies and procedures dictated by corporate resources.
MAJOR PHYSICAL AND MENTAL REQUIREMENTS:
- The Team Member will be required to walk, push, pull, reach overhead, and bend to the floor. Will be required to exert up to 50 pounds of pressure occasionally.
WORKING CONDITIONS:
- Normal stamping and assembly plant environment. Hazards may include loud noises, physical dangers from operating machines & machine parts, and breathing of dust or fumes.
Behaviors Innovative - Consistently introduces new ideas and demonstrates original thinking
Leader - Inspires teammates to follow them
Motivations Ability to Make an Impact - Inspired to perform well by the ability to contribute to the success of a project or the organization
Self-Starter - Inspired to perform without outside help
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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