Melting Supervisor

Position Summary:

The Melting Supervisor (afternoon shift 3p-11p) is accountable for meeting the daily goals and expectations specific to safety, quality and throughput within melting department.

Responsibilities include, but are not limited to: employee safety and supporting all related safety programs, housekeeping, environmental compliance, overseeing skilled trades personnel, equipment reliability and the completion of work orders and PM’s, supporting and driving Continuous Improvement systems such as Lean and Five-S, product quality and the use of OPC/SPC to establish repeatable systems and reduce defective.

Organize and schedule work to minimize production interruptions and meet department production objectives, and to effectively schedule and supervise work.

Also responsible for the application of company policies and practices and maintaining sound labor relations.

Other duties as assigned.

Evaluation Areas:

Prospective candidates will be evaluated on adaptability, coaching, motivational fit, planning and organizing/work management, gaining commitment, initiative, contributing to team success, quality/attention to detail, communications (oral & written), safety awareness, technical strength and experience and potential for future advancement.

Experience

Required


* 2 year(s): Must have a minimum of two years manufacturing and supervisory experience.

Education

Required


* High School or better

Preferred


* Bachelors or better in Manufacturing Technology or related field

Behaviors

Required


* Team Player: Works well as a member of a group


* Leader: Inspires teammates to follow them

Motivations

Required


* Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

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)

See job description