Manufacturing Leader

Manufacturing Leader

Btdmfg | Lakeville, MN, 55044, US
Salary Range:$75,000 – $105,000 Salary range estimated by Zippia

Posted a month ago

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Company Overview: BTD is a fast growing metalworking company. We provide custom metalwork services for some of the world’s top brands. Our 1400+ employees work from four facilities throughout the Midwest and Southeast. We invest in our people, our equipment, and our facilities to offer our clients the best value possible. We are also a wholly-owned subsidiary of Otter Tail Corporation, a publicly traded company on NASDAQ.

Summary: Supervises, trains, and encourages employees in the department. Helps ensure commitment to quality. Communicates with shift leaders, other employees and responds to questions. Coordinates assists or leads projects. Creates and maintains a desirable work environment for employees. Maintains a safe productive department by organizing employees, machines and daily operations. Identifies and promotes opportunities for increased productivity.

Safety is #1 at BTD: Our expectation is that every employee: 1) strictly follows safety policies, rules and safe work methods. 2) Promptly corrects or reports safety hazards or unsafe conditions. Promptly reports injuries for prompt diagnosis and treatment. 3) Makes regular suggestions for safety process improvements to support continuous improvement in safety.

Essential Functions:

1. Communicates with Director of Operations daily to ensure that the Leaders’ decisions and actions are aligned with BTD’s objectives for the department.

2. Supervises Operators, Setup People, Setup Support People, Material Handlers, Inspectors, Programmers and others as may be assigned to Supervisor’s area to perform projects safely, timely and accurately.

3. Communicates with employees daily to ensure that they know and are carrying out BTD’s objectives for the department, including safety, productivity, quality and timeliness.

4. Assumes the responsibility to make decisions independently and then, if necessary and/or appropriate, consult the next level of management.

5. Uses production schedule to appropriately prioritize projects by shift so that jobs are delivered to customers on time.

6. Manage payroll information, maintain vacation, holiday, overtime for supervised employees.

7. Ensures that each employee assigned to a machine is thoroughly familiar with its operation before releasing it to the employee for production runs.

8. Monitors work area to ensure that it is safe and enforces safety policies. Corrects safety deficiencies or brings them to the attention of Maintenance, Engineering or management as appropriate.

Leadership Responsibilities:

1. Establishes performance standards, monitoring employee performance and focusing the Department’s attention to areas of opportunity to maximize performance.

2. Maintains ethics and integrity congruent to the Company’s mission and values.

3. Responsibilities include hiring, planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaints and assuring problems are resolved; developing leadership in all people.

Education, Experience and Skills Required: Graduation from high school or equivalent plus two years of related technical or three years of related on the job training. At least four years of recent supervisory manufacturing experience, which includes the following skills and abilities:

1. Communicates well, using oral, written and listening skills

2. Strong working knowledge of manufacturing systems, quality requirements, industrial engineering, and tool engineering.

3. Ability to plan, organize, direct and coordinate manufacturing production programs including proven public relations skills.

4. Ability to supervise personnel in a manner conducive to efficient performance and high morale.

5. Ability to operate general office equipment including manufacturing related applications on microcomputer.

The qualifications listed above are guidelines. Other combinations of education and experience could provide necessary knowledge, skills and abilities to perform this job.

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. While performing the duties of the job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

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. While performing the duties of the job, the employee may be exposed to weather conditions. The noise level in the work environment is usually moderate.

(EO/AAMet/Disability Employer)

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)