Continuous Improvement Manager (Architecture)

Responsibilities:

Supports the initial implementation and ongoing sustainability of BIC activities in the region.

Equips plant and department management and regularly coaches them to continually improve their processes using BIC tools: comprehensive and accurate data collection and analysis, identification and prioritization of top value opportunities, development and execution of action plans and ongoing deployment of resources to effectively and permanently solve problems to continually attain and sustain improvements.

Actively assists region/plant management in the professional development of region BIC personnel to support future needs in the organizational structure.

Develops and implements training scenarios to continually refresh and hone BIC skills at all levels

Leads regular BIC audits, including following up on actions to further improve processes and sharing of best practices.

             30% - Identify opportunities and lead process improvement initiatives

             25% - Collaborate with region and facility leadership to achieve operational goals

             25% - Management and development of Industrial Engineers

             20% - Improve competency and drive the use of BIC methodology 

Qualifications:

College degree or equivalent work experience in related in job function. Must have at least seven (7) years combined experience in both line and staff manufacturing positions. Strong organizational, interpersonal and decision-making skills. Ability to comprehend mechanical, electrical and instrumentation systems with operations. Knowledge and understanding of industrial costs and their control. Ability to contribute to both strategic long term and tactical implementation activities. 

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) Production