Core Responsibilities:

• Schedule priorities for the responsible work center in order to drive on time delivery, turnaround time, and sales metrics.
• Allocate resources, both equipment and staff, to daily production assignments.
• Maintain total preventive maintenance (TPM) schedules for all equipment in the assigned work center of responsibility.
• Ensure calibration schedules are met for the work center to maintain compliance with the Barnes Aerospace Quality Management System.
• Train new and existing employees to improve production throughput and staffing capabilities to eliminate single points of failure.
• Uphold a high degree of accountability and commitment for the assigned work zone.
• Manage both planned and unplanned staffing shortages to maximize business output.
• Provide supervisor coverage and support when needed, including attending meetings for supervision/business unit and supervising staff in supervisor absence.
• Identify and report any machine maintenance repairs.
• Promote and support safety compliance.
• Champion continuous improvement initiatives to further position Barnes Aerospace – East Granby MRO as a world class facility.
• Engage with engineering and quality team members to improve operational processes.
• Order and maintain inventory of consumables for the work center.
• Order equipment for staff for the area of responsibility.
• Collaborate and work effectively with all levels of employees and management.
• This position is considered a working team lead.

Qualifications:

• 3 years in aerospace or high precision manufacturing environment.
• Technical expertise/experience aerospace manufacturing-machining disciplines.
• Excellent interpersonal, communication and organizational skills.
• Ability to remain flexible and adapt to changing priorities.
• Must be a self-starter who is able to exercise sound judgment and take initiative.

Education Requirements:

• High School Diploma/GED Equivalent

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)