Role Purpose - Contribute to the company's health, safety, environmental and energy function to minimize organizational hazards to the environment (across products, equipment and operational processes) and risk to employee health and safety. Participate in the development and direct related programs, policies and procedures, and ensure a connection between environment, health, and safety functions, supervising the joint work to assure compliance with organization and government environment, health, safety and energy standards.
Manage a significant operational area for the organization.
Develop monthly and annual production plans for a value stream to include resource planning and monitoring and reporting on performance against the plan.
Leadership and Direction
Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.
Manufacturing Methods/Processes Development
Identify shortcomings in existing manufacturing processes, systems, and procedures; deliver straightforward improvements to manufacturing processes and methods with guidance from a more senior colleague.
Health, Safety and Environment
Follow the organization's Health, Safety and Environment (HS&E) policies, procedures and mandatory instructions, to identify and mitigate environmental risks and risks to the wellbeing
of oneself and others in the workplace. Identify patterns of risky behavior within the team and take appropriate action to resolve these, escalating serious issues as appropriate.
Develop new methods, tools and programs for quality assurance. Lead developmental initiatives or programs within an area of expertise.
Work Scheduling and Allocation
Develop medium- or long-term work schedules that enable the organization to achieve its business goals. Involves coordinating across multiple teams.
Monitor and review performance and behaviors within area of responsibility to identify and resolve non-compliance with the organization's policies and relevant regulatory codes and codes of conduct.
Manage and report on performance within the department or area of responsibility; set appropriate performance objectives for direct reports and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure the achievement of annual business objectives.
Organizational Capability Building
Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
Execute a communications plan within established internal communication systems and procedures.
Values & Behaviours
Ingenious: Manages complexity
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, quickly determines the most critical data and focuses analysis there; recognizes even subtle symptoms that indicate problems; probes deeply for root causes; uses systematic problem-solving methods. well.
Ingenious: Driving continuous improvement
Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, uses metrics and benchmarks to monitor accuracy and quality. Takes steps to make methods productive and efficient. Promptly and effectively addresses process breakdowns.
Secures and deploys resources effectively and efficiently. For example, seeks best approaches to conserve resources and minimize waste. Consistently finds creative approaches and workarounds to get the work done with very constrained resources, skillfully matching the types of resources to the specific challenge.
Collaborative: Builds high performing teams
Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. For example, holds constructive dialogue with the team regularly; takes multiple perspectives into account when making decisions. Commits to and prioritizes the team's decisions in most situations; conveys team spirit.
Holds self and others accountable to meet commitments. For example, tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.
Principled: Communicates effectively
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, tailors communication content and style to the needs of others. Pays attention to others' input and perspectives, asks questions, and summarizes to confirm understanding.
Uses compelling arguments to gain the support and commitment of others. For example, gives many insightful suggestions and offers thoughtful positions, once informed about the issues. Thinks carefully and solicits insight into how to build a compelling argument that resonates with others' interests.
Plans and prioritizes work to meet commitments aligned with organizational goals. For example, stays focused on plans and improvises in response to changes, including risks and contingencies. Aligns own team's work with other workgroups'. Looks ahead to determine and obtain needed resources to complete plans.
Driven: Customer focus
Builds strong customer relationships and delivers customer-centric solutions. For example, solicits customer feedback and data; conveys a clear understanding of the level of service the team is providing; takes action when standards are not met by team; aligns business process with customer needs.
Applies expertise to act as the organizational authority on developing appropriate plans or performing necessary actions based on recommendations and requirements. Policy and procedures
Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
Planning and Organizing
Uses expertise to act as organizational authority on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
Review and Reporting
Applies comprehensive knowledge and skills to work independently while providing guidance and training to others on reviewing and creating relevant, lucid and effective reports.
Applies comprehensive knowledge to act independently while providing guidance and training to others on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
Works at an advanced level to shift into and out of a mental mindsets associated with assessing the facts and circumstances of the current situation and/or environment and making the appropriate/innovative adjustments to thinking and work habits to thrive in any scenario. Typically works independently and provides guidance.
Health and Safety
Applies comprehensive knowledge and skills to independently manage and apply safe systems of work while providing guidance and training to others.
Uses comprehensive knowledge and skills to negotiate independently while providing guidance and training to others on how to help the organization by obtaining consensus between two or more internal or external parties who may have different interests.
Bachelor's Degree or Equivalent Level
Substantial general work experience together with comprehensive job related experience in own area of expertise to fully competent level. (Over 3 years to 8 years )
Must be a qualified green card holder
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.