ATS Company: SP Industries

Requisition ID: 13090

Location:

Gardiner, NY, US, 12525

Date: Sep 7, 2024

General Manager

ATS Scientific Productsis searching forPlant Managerto join the team!

The primary purpose is focused on leading our Plant operations team in achieving daily safety, production, quality, cost, delivery, and inventory goals. Develop and maintain staffing and capacity plans across all plant operations and manage a skilled workforce while focusing on talent development and succession planning. Most importantly, the Plant Manager must create a lean culture that embraces change and focuses on continuous operational improvements and customer responsiveness.

ESSENTIAL DUTIES and RESPONSIBILITIES Include the following, other duties may be assigned:

• Responsible for planning, budgeting, scheduling, manufacturing, purchasing, engineering, logistics, and the overall customer experience

• Develop business plans, budgets, staffing plans, forecasts, and performance metrics/reports. Identify root causes of wastes and implement corrective actions using lean manufacturing tools and concepts such as single piece flow, kanban, value-stream mapping, 5S, and visual management with a focus on continuous improvement.

• Direct production and ensure cost effectiveness and consistency with safety, quality, delivery, cost, inventory accuracy and performance to plan standards.

• Manage Human Resources issues as needed.

• Continuously review and improve operational productivity.

• Facilitate and train the team in problem solving tools and techniques.

• Plan, organize and direct plant operations to ensure the Company's Strategic goals are met in a timely, cost-effective manner that provides optimum quality, and on-time customer delivery.

Additional Responsibilities

• Prepare and submit operating reports to management to inform them of the current production status and make recommendations to improve efficiency and effectiveness.

• Promote employee engagement and talent development by reviewing and providing timely feedback to reports regarding their performance; mentoring, developing and motivating them; developing an internal talent pool; helping resolve functional issues in order to achieve targeted performance; creating mid-term and long-term development plans for direct reports; andbuilding transparent, cooperative, trustworthy working environment for the employees.

• Research, evaluate, recommend and implement capital investments in technology, equipment and systems that will enhance the plant's production capabilities to optimize production, improve efficiency and reduce conversion cost.

• Champion the improvement of processes through use of Lean tools and by creating and sustaining a continuous improvement culture.

• Review manufacturing methods and develop product/process/ system strategies to meet company objectives for safety, quality, cost, responsiveness and growth.

• Ensure strong EHS culture of compliance by actively searching for potential risks and mitigate them; making the necessary reports in case of incidences; and implementing corrective and preventive measures in order to ensure the occupational health and safety of employees, as well as compliance with necessary regulations.

• Gain appropriate and necessary outside resources to ensure the annual business plan and

• planned projects are realized.

• Drive Operational Excellence, Lean tools, best practices and continuous improvement.

• Other tasks as assigned.

SUPERVISORY RESPONSIBILITES

• Supervisory responsibility includes management of employee performance, hiring, discipline, development, and recourse planning.

• Leader of the site leadership team

• Responsible for creating a high morale workplace with the highest ethical standards.

• Direct supervision and coordination of: Project Managers, Assembly/Fabrication/Machine shop teams, Supply Chain teams, Manufacturing/Production Managers, and Quality/Regulatory team members

• Strong partnerships with peers and human resources

• Immediately reports injuries to management

QUALIFICATIONS

• BS in Engineering, or equivalent operational experience

• Knowledge of Operations Management and modern manufacturing/quality methods/systems

• Continuous Improvement Champion – Track record of improvement

• Lean, Six Sigma, TPS, or DMAIC experience is preferred

• Demonstrated motivational and leadership skills

• Excellent oral and written communication skills

• Drive change and have effective problem-solving skills

• Effective human relations and negotiation skills

• Strong organization and project management skills

• Mechanical or electrical design skills

• Understanding of team dynamics

• Must be a good team player

EDUCATION /EXPERIENCE / TRAINING

• Minimum of 10 years’ experience in Manufacturing Operations with demonstrated supervisory experience

• Experience with the design and manufacture of capital equipment

• Automation and Controls experience is strongly recommended

• Experience in an ISO 9001, 13485, or cGMP environment

• Project management experience is strongly recommended, PMP certification is a plus

• Experience with computer-based Manufacturing Information Systems

• Experience with Inventory Management/Control systems

• Must have strong working knowledge of MRP/ERP planning and execution concepts

• Sales and operations planning experience

• ERP migration experience is preferred

• Welding, brazing, electronics assembly, and mechanical assembly experience is preferred

MATHEMATICAL SKILLS

Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions and decimals. The ability to determine proper ratios based on percentage calculations

TRAINING REQUIREMENTS

Any additional required training is as determined appropriate by the immediate supervisor with inputs from, but not limited to the individual, management, personnel, or the safety committee.

PHYSICAL DEMANDS

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.

WORK ENVIRONMENT

Work is normally performed in a typical interior/office and factory/industrial work environment. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

HSE

All managers are responsible for creating a positive safety culture and maintaining a safe and healthy workplace. It is the responsibility of each manager to ensure that employees receive regular training regarding health, safety and environmental matters. Each manager is also accountable to ensure that HSE matters are addressed in a timely manner and that compliance with both legislative and corporate requirements are maintained.

Manager responsibilities for Health, Safety and Environment include:

• Demonstrate leadership in Health, Safety and Environment compliance

• Hold team members accountable for health, safety and environmental compliance as part of the annual performance review process

• Ensure that the requirements of the health, safety and environment management system are implemented and maintained

• Carry out hazard assessments, inspections, and audits as required by legislative framework and/or corporate requirements

• Ensure that training is provided to all departmental employees are per established training matrix

• Implement appropriate corrective measures for unsafe conditions and unsafe acts

• Ensure that appropriate equipment, materials and protective devices are provided and maintained in safe condition

• Provide information, instruction and supervision to employees

• Take every precaution reasonable in the circumstances for the protection of employees

  Why Scientific Products? The three parallelograms in our logo reflect our core company values: People, Process, and Performance. As part of ATS, Scientific Products leverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career.

• We provide a wide range of innovative and high-quality scientific products that improve people’s lives

• We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision

• We offer 401(K) including company match, Paid Time Off annually + Paid Holidays

• You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth

  EEO and Affirmative Action Statement:

SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Affirmative Action Plan is available through the HR Department and may be accessed during normal business hours.

Pay Transparency Nondiscrimination Provision:

SP 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.#INDSP