Production Manager- 2nd Shift - Germantown, United States - JW Speaker

Description

ABOUT THE POSITION:

Are you an experienced manufacturing leader looking for an opportunity to make a difference? Do you have a passion for creating a safe and productive workplace while helping your team grow and develop? If so, we want you to join our team as a Production Manager (internally called Assembly Team Leader) on 2nd shift (Monday - Friday, 3:15pm - 11:15pm).

As our Assembly Team Leader, you will have three key priorities:
daily execution, coaching and engagement, and continuous improvement.

You will work closely with your team to ensure that our daily operations are meeting customer expectations and achieving our SQDC goals.

You will also coach and develop your Group Leaders and Associates to help them reach their full potential and drive improvements throughout the organization.

OUR IDEAL CANDIDATE:

You have 3-5 years of experience in Manufacturing Floor Support, with at least 2 years in a Leadership role.

In addition, a Bachelor's degree in Industrial/Mfg./Mechanical Engineering or Operations Management is preferred. Your passion for professional growth is evident in your continuous learning, including participation in Problem Solving and/or Leadership training. Your self-sufficient nature allows you to make quick decisions, particularly in matters concerning quality and safety. Troubleshooting problems and making sound decisions comes naturally to you, and you know how to escalate issues effectively.

You possess excellent interpersonal skills and enjoy working with diverse groups of people, as well as mentoring, coaching, and teaching others.

You're excited about the opportunity to bring your expertise and enthusiasm to our team.


HOW YOU WILLMAKE A DIFFERENCE:

You will PERFORM by:
Creating a safe and secure working environment by training & enforcing safety policiesDelivering to customer expectations by enforcing and calibrating the team on quality standardsOrganizing and planning daily/weekly Zone staffing/execution to meet customer demand and achieve SQDC goalsChecking GL LSW to drive Zone actions, contain problems timely & resolve effectively, or ensure proper escalationCommunicating with counterpart to identify potential problems and key actionsEscalating barriers and problems of man, method, materials, and machine system issuesYou will EXPLORE by: Observing Group Leaders and ensuring accountability to standards through regular performance feedbackIdentifying and facilitating development opportunities for Group Leaders and Associates utilizing the skills matrixRecognizing and celebrating behaviors and results that support our culture or brandListening to your teams to serve their needsYou will INNOVATE by: Using observation (LSW) and data, assist Group Leaders to identify waste and facilitate improvementsUsing observation (LSW) and Zone data, identify and facilitate systemic Zone improvementsDemonstrating PDCA thinking through the facilitation of "just do it" actions; 4-steps and kaizen eventsWorking at the right level to drive improvement between ZonesIdentifying & implementing strategic opportunities to improve daily execution, development and the CI systemCreating an environment where the team members are engaged and developing to their fullest potentialWe offer competitive wages and the following great benefits: Health, Dental, and Vision insuranceShort term & Long-term disability insurance401k with employer matchPaid time off, including Vacation, Sick & Personal Time, and 11 paid HolidaysGenerous Profit-Sharing PlanTuition reimbursement & ScholarshipsDevelopment and Growth opportunitiesCasual work environment for all associatesState-of-the

• Art, temperature controlled environmentAnd many moreEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 c)