Supervisor(a) de Produção

Michelin; Itatiaia; Presencial; BRL 80.000 - 120.000; Tempo integral

Resumo da oferta

A leading tire manufacturer is seeking a Supervisor de Produção in Itatiaia, Brazil. The role involves leading operations, developing talent, and promoting sustainability practices within the team. The ideal candidate should have experience in operational leadership and a commitment to the company's values and environmental goals. This role offers a unique opportunity to be part of a collaborative team driving performance excellence.

Qualificações

• Experience in leading operations teams.
• Ability to develop talent within the team.
• Strong understanding of sustainability practices.

Responsabilidades

• Lead the operations team towards achieving sustainable value.
• Promote a culture of learning and development.
• Ensure alignment with company values and strategy.
• Develop relationships with customers and business partners.
• Focus on environmental sustainability.

Descrição da oferta de emprego

Overview

Supervisor(a) de Produção

KEY EXPECTED ACHIEVEMENTS

The Business Unit Leader leads their team towards success in creating sustainable people, profit, and planet value, by adopting the following roles:

1. Member of the Operations team
   • a. Sharing best practices between Business Units and helping to contribute to the Plant performance in a collaborative manner. We maintain a mindset of “ONE MANUFACTURING TEAM” in all situations.
   • b. Detecting & developing talents that will grow their career in the Shop. They develop and export talent from their Business Unit to other activities to support business needs.
   • c. Supporting Shop decisions even when uncertainty and unfavorable circumstances may impact their own Business Unit.
   • d. Improve the performance of the Business Unit through regular coaching and feedback of support team members.
   • e. Provide input on the performance of support team members as well as recommendations for development.
2. People developer
   • a. Deploy a life-long learning mindset in the teams, through evaluation of competencies and identifying development opportunities to close the gaps.
   • b. Ensure the development of people through the avenue of Spoke training by support teams or through social promotion projects.
   • c. Utilize career paths accessible for all their employees.
   • d. Build and believe in the value of diverse teams.
   • e. Support competency development through mentoring & coaching.
3. Representative/Role model of the Company values, purpose & strategy
   • a. Consistently living out the values and acting as an example to inspire their employees by their behaviors.
   • b. Motivating their teams by leveraging the Michelin purpose & Dream.
   • c. Making sure that everyone in their Team understands the Plant strategy and understands the role that they play in the collective success of the vision.
   • d. Aligning the vision at the shop level and engaging the teams to make that vision a reality at the site.
   • e. Embody the values of the Company by ensuring employee issues are addressed in a timely fashion. Ensure accurate, on-time completion of time and attendance for employees and address attendance issues in a timely fashion.
   • f. Developing Safety as a value in the Business Unit, such that each employee is responsible for their safety and the safety of others.
4. Customer & business partner
   • a. Develop an understanding of the Customer/partners and their requirements and the role their Business Unit has in meeting their expectations.
   • b. Steer their Business Unit, focused on all dimensions of economic value creation.
   • c. Support the business through a cooperation with local teams for: industrializations, modifications, digitalization, Industry transformations, etc.
5. Environment promoter
   • a. Promoting a culture that is aware and values sustainability and environment.
   • b. Complying/Implementing the strategy for environmental impact and biodiversity.
6. CARE AREA of EXCELLENCE
7. ICARe & Empowerment role model
   • a. Inspire and transfer their passion for ICARE to all employees at all levels, through the animation of a continuous deployment of the model in their Business Unit.
   • b. Create the condition for inclusion, safe-space, collaboration & collective intelligence in their team.
   • c. Foster empowerment through the engagement of their shop Support Teams, so that everyone can feel responsible for the plant’s future and fully take part in the evolution and transformation.
8. Operational Excellence Leader
   • a. Activities are driven by applying MMW(MDP+OR/MAPP), because the teams understand the value of such practices of excellence. Foundations are sustained over time, in order to create the conditions to achieve industrial performance.
   • b. The driving of continuous progress in the Business Unit, looking for variation reduction and non-added value tasks reduction, is vigorous.
   • c. Achieve Business Unit SMQDC expected performance levels and respect of standards to satisfy customer demand.
   • d. The team and its members are empowered and visibly committed. Autonomy increases through the evolution of polyvalence, competencies and responsibility.
   • e. Uses sound problem solving methodology to eliminate root causes of problems as they arise.
9. Digital and Innovation contributor
   • a. Seeking opportunity to apply and encourage team to work with and use digital application where appropriate. Apply “use cases” to help team move forward to data driven approach.
   • b. Helping to build the foundations necessary for the transformation (data quality, competencies, organization, plant roadmap, collaboration with Site Digital Department).
   • c. Supporting and triggering projects and initiatives that will develop capabilities aligned with the Michelin strategy. Highlight the importance to copy/paste digital good practices.