Director of Operations

• →Leads both the day-to-day and strategic production activities of the site. Manages a team of production and maintenance supervisors to meet site goals. Champion Lean Manufacturing (Kaizen/6S) initiatives to increase overall manufacturing efficiencies at the lowest cost possible.
• →Responsible for internal and external supply chain to meet quality and delivery requirements for the end customer.
• →Develop and maintain an effective manufacturing organization through selection, training/development, and motivation of the team.
• →Drives operations to ensure safety, quality, productivity and delivery goals are achieved. Recognizes and rewards employees for their efforts to drive results.
• →Provides coaching, information, ideas, feedback and encouragement to supervision, leads and associates to promote the growth and development of the operations team.
• →Tracks daily performance. Verifies counter measures and recovery plans in place for missed targets.  Ensures cell communication boards are being used on daily basis.
• →Prepare equipment specifications consistent with quality, quantity, delivery and service levels required for the product line.
• →Supports new process and product development and implementation.
• →Creates an operational excellence culture where all employees are involved in Kaizen / 6-S activities, and actively contributing improvement suggestions.
• →Collaborates with Human Resources to promote a positive employee relations environment through fair, consistent applications of work rules, employee recognition and innovative approaches to employee involvement and communication.

• Minimum of eight (8) years of operations or manufacturing experience preferably in the Aerospace or related industries; with five (5) years of experience in managing people.
• Demonstrated understanding of Lean Manufacturing concepts with proven implementation/integration of Lean principles and techniques in manufacturing environment.
• Effective at leading/facilitating change leader; balances consistency with flexibility and willing to change ideas in the face of new information. Track record of promoting positive employee relations.
• Strong leadership and people engagement skills; leads by example and manages using leadership effectiveness (EI).
• Acts with integrity and the highest ethical behavior. Balances consistency with flexibility and willing to change ideas in the face of new information.
• Understand the technical nature of the products being manufactured and provide assistance as required.
• Excellent communication skills required and ability to communicate change(s) effectively. Has the ability to influence, build commitment and overcome resistance.

Education Requirements:

• Bachelor’s degree in engineering, Business Management or related field required. MS or MBA highly desirable.
• Six Sigma or Lean Certification highly preferred.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This job position may include access to controlled information or technology subject to U.S. export control laws. If an applicant does not meet the definition of a “U.S. Person” (which includes U.S. citizens, U.S. lawful permanent residents, and those granted U.S. asylum or refugee status), the Company may be required to obtain an export control license. If the position for which you applied involves access to controlled information or technology subject to U.S. export control laws, then any offer is also contingent on verification of appropriate documentation for the Company to assess whether an export license will be required to employ you in that role, and if it is determined that an export license is required, the offer is also contingent on the Company’s determination, in its sole discretion, whether a license application and ongoing administration is prudent under the project’s contract parameters and whether an export license can be successfully obtained before you can start in that role. Export license applications may take several weeks to be processed.

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) 

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