What are the responsibilities and job description for the Engineer, Process II position at Barnes Group?
Core Responsibilities:
- Supports production milling, turning, and/or grinding processes.
- Own manufacturing processes from concept through production implementation and support
- Develop and optimize CNC programs for multi-axis milling, turning, and/or grinding operations
- Lead tool selection and cutting strategy development to maximize efficiency and tool life
- Design fixtures and work holding solutions to ensure repeatability and throughput
- Work directly with production leads and machinists to resolve issues in real time
- Provide hands-on shop floor support for setups, prove-outs, and process validation
- Drive material review (MRB) processes and implement corrective actions
- Collaborate with lab engineers, quality, and operators to meet all technical requirements
Qualifications:
· Minimum 5 years of multi-axis milling, turning, and grinding process experience (aerospace preferred).
- Hands-on experience with CNC programming, fixture design, and tool selection
- Lean manufacturing experience
- Proven ability to work directly with production teams in a fast-paced environment
- Strong ability to organize and prioritize work to meet production demands
- Proficient at reading and interpreting customer drawings, specifications, and GD&T
- Proficient with computer systems, CAD/CAM experience
Education Requirements:
· BS degree (Engineering discipline preferred).
Instructions:
To be considered for the above position, please visit our website www.onebarnes.com, click on careers, search for the job posting in which you are interested and submit your resume online
At Barnes, career development is a shared responsibility in which all employees are encouraged to develop, improve, and enhance their skills and professional growth to support our business objectives.
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)