ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Responsible for operational performance and improvement of key metrics including safety, quality, delivery, cost, and morale.
• Develop and Implement Strategic Manufacturing Management Plans.
• Oversee the deployment of standardized work within the value stream operation. Ensure process stability through following standardized work. Coach and develop Team Leaders and team members to ensure standardized work is in place and is followed.
• Design, develop and implement processes that increase throughput, reduce cost, and/or improve quality for all manufacturing.
• Maintains knowledge of department manufacturing capacity and develops solutions for efficient utilization. Schedule and allocate plant resources to complete production requirements as planned and scheduled.
• Drives lean culture in manufacturing using principles of Lean manufacturing; Works to achieve a visual factory with visible flow and effective communication.
• Ensures approved manufacturing best practices, work instructions, control plans, and methodologies are being followed.
• Establishing a culture of accountability and teamwork for the plant by developing and communicating individual and team metrics; KPI's/objectives in the areas such as safety, quality, production attainment, development, and labor and material variances.
• Plans, organizes, and directs production activities to meet or exceed established production schedules and goals in a cost-effective manner and interfaces with other department managers to control operating costs.
• Lead work team to react aggressively to factory inefficiencies. Drive problem-solving and root cause identification of problems for the production area. Engage all members of the escalation team to address and resolve problems, ex. NPI, quality, facilities engineer, etc.

. QUALIFICATIONS

• Bachelor's degree (B. A.) from four-year College or university (Engineering, Operations or Manufacturing related preferred); or a minimum of 5 years related production managerial experience and/or training.
• Leadership experience and/or technical acumen within supply chain (ie: manufacturing, warehousing, distribution, materials, quality, procurement, fulfillment, or related functional area).
• 5 years of leadership experience in a manufacturing environment, supplier management and project implementation.
• Six Sigma certification preferred, with strong knowledge of Lean; Lean Manufacturing implementation experience preferred
• Demonstrated accomplishments showing results-driven methodology, analytical methods, schedule achievement, and teamwork.
• Strong verbal and written communication, interpersonal and leadership influencing skills

LANGUAGE SKILLS
Ability to read, analyze, and interprets common scientific and technical journals, financial reports, and legal documents.Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community.Ability to effectively present information to top management, public groups, and/or customers.
PHYSICAL DEMANDS
While performing the duties of this position, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 30 pounds. Vision requirements include close & distant vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
MILWAUKEE ELECTRONICS IS AN EQUAL OPPORTUNITY EMPLOYER
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)