Description

Duties and Responsibilities

• Participate on the APQP team and complete assignments in a timely and accurate manner.

• Constantly implement continuous improvement activities that drive waste and cost from the

• manufacturing processes.

• Implement tools and techniques that mistake proof (Poka-Yoke) operations and increase the

• quality output of the process.

• Suggest and implement new and advanced processes/equipment to increase safety and

• • Analyze hourly job duties for ergonomic issues. Attempt to minimize manual material handling and repetitive motions.

• Support the implementation of CE’s on plan for time and cost.

• Conduct problem solving and documentation through the application of Lean Manufacturing principles and scientific techniques like Six Sigma.

• Conduct time studies and keep BOM’s and routers accurate and up to date. Use the data to focus activities on areas with the largest financial return.

• Write and implement technical work instructions for complex processes/parts.

• Support the development of timely cost estimates for new business opportunities as needed.

• Participate on Kaizen teams, as required.

• Responsible for providing error-free work to all internal and external customers as related to

• the output of the position.

• Expand upon expertise by networking with others in the field. Continue learning and developing expertise to expand repertoire of skills.

  Skills and Qualifications

• Bachelor’s degree in Manufacturing Engineering, or equivalent experience.

• Two years of applicable work experience.

• Proficiency in MS Word, Excel and Outlook.

• Must be able to communicate both orally and effectively with various members of the organization.

• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.

• Speak, write and comprehend conversational English.

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)