What are the responsibilities and job description for the Lean Production Supervisor position at Dynisco Instruments LLC?
Working within union environment, the Lean Production Supervisor directs and coordinates activities of production departments in processing materials and manufacturing products, so that approved materials and products are manufactured on schedule and meet quality standards and cost objectives.
Essential Job Functions and Accountabilities:
- Active participation in team-based culture and Lean Enterprise initiatives, including 6S program and offer valuable input to better improve process.
- Monitor visual workplace 6S principles. Provide a safe workplace for all employees. Maintain security of all company assets. Ensure appropriate training and resources for employees to perform their jobs effectively, efficiently, and safely.
- Maintain open lines of communication through daily shift briefings and communications by providing a motivational environment through personal example and solid interpersonal skills.
- Manages production demands through sound scheduling practices that will ensure that all resources (staffing, equipment, methods and materials) are present to produce the required output.
- Communicates progress, issues, priorities, and delivery commitments to all employees as well as management team.
- Reviews manufacturing productivity daily to discover any issues or delays that should be resolved to keep schedule intact by managing workload within the cells.
- Resolves routine employee relations, ensures punctual, reliable attendance and approves employee hours including overtime and PTO
- Provides input into work instructions and procedures used in production
- Monitors department metrics on customer performance and efficiency
- Creates a cross-trained, flexible workforce.
- Continually evaluates and works toward continuous improvement with manufacturing processes and communicates initiatives to employees
Educational and Experience Qualifications:
- Bachelor’s Degree in Management or related discipline and 5-10 years of related experience in a manufacturing environment, with 3-5 years supervisory experience
- Previous experience managing employees in a union environment preferred
Other Qualifications:
- Knowledge and understanding of manufacturing processes
- Understanding of LEAN principals
- Effective problem identification and solution skills
- Demonstrated problem solver: analytical-minded, challenges existing processes, critical thinker
- Demonstrated strong and effective communication skills: written, oral, and interpersonal
- Ability to multi-task, work independently, and employ effective time management skills
- Strong Microsoft Office skills, including Excel proficiency
- Proficiency in the manufacturing modules of an ERP system
- CPR/First Aid/First Responder certification preferred, but not required
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Experience
Required- 5 - 10 years: experience in a manufacturing environment
- 3 - 5 years: supervisory experience
Education
Preferred- Bachelors or better in Management or related field
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)