INDUSTRIAL OPERATIONS MANAGER $104K + BONUS

HTM Contractors; Honolulu (HI); On-site; USD 104,000 - 150,000; Full time

Benefits offered by this job

Quarterly bonus

Paid time off

Paid holidays

Tools provided

Benefits package

Job summary

HTM Group in Honolulu, HI seeks an Industrial Operations Manager to lead manufacturing, fabrication, repair, and logistics. You will own safety, quality, production planning, and profitability, turning orders into on-time, cost-effective results.

You will supervise supervisors, manage labor and materials, develop SOPs, and implement repeatable processes with strong leadership support and clear authority in a fast-paced environment.

Qualifications

• Five or more years of related operations experience.
• At least three years directly supervising employees, leads, or supervisors.
• Experience with work orders, BOMs, purchasing, inventory, job costing, and operational reporting.
• Experience creating, implementing, and auditing SOPs.

Responsibilities

• Lead people, daily priorities, production planning, and accountability.
• Labor budgets, bills of materials, actual hours, and work-order profitability.
• On-time and complete production, delivery, repair, and fulfillment.
• Purchasing discipline, production inventory, vendor coordination, and logistics.
• Safety, quality, rework prevention, training, and facility readiness.
• Accurate work-order closeout and cost reporting.
• Operational SOPs and employee training.
• Rocks, To-Dos, scorecards, and L10 commitments.
• Oversight of the Facility Admin’s Reftab compliance.
• Correction of unresolved company-asset exceptions.

Skills

People leadership

Operations management

Budgeting

Production planning

Safety leadership

SOPs

Vendor coordination

Logistics management

Tools

Reftab

Spreadsheets

Job description

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INDUSTRIAL OPERATIONS MANAGER $104K + BONUS

INDUSTRIAL OPERATIONS MANAGER - $104K + BONUS

HTM Group | HONOLULU, HI

Pay & Schedule:

• Quarterly Bonus: Up to $5,000
• Annual Cash Opportunity: Up to $124,000
• Full-Time
• Competitive Company Benefits Package
• Paid Time Off
• Paid Holidays
• Company-Provided Tools and Technology

The Opportunity:

Lead the people, protect the margin, and build an operation that does not depend on heroes.

If you are carrying the operation without the authority, team, or recognition, you should talk with us.

HTM Group is looking for a proven operator who wants a real leadership seat: clear ownership, measurable expectations, direct support from leadership, and the authority to build disciplined teams and repeatable systems.

You will lead industrial operations supporting HIWASTE, HI-LUX, OSI BUILT, and Facilities.

The work includes manufacturing, fabrication, repair, customization, equipment and product fulfillment, purchasing, logistics, facility readiness, and work-order profitability.

Your job is to turn sold work into safe, on-time, and profitable results. You will lead supervisors and employees, manage labor and materials, remove production constraints, develop SOPs, and ensure leadership has accurate information.

What You Get:

• Competitive base salary with a clear quarterly performance bonus
• A defined leadership seat with written authority and clear boundaries
• A 90-day YES/NO scorecard with no moving targets
• Direct access to leadership when decisions or resources are needed
• Supervisors and administrative support with defined responsibilities
• A Facility Admin who manages Reftab asset inventory and reservations
• The opportunity to improve systems instead of surviving daily chaos
• A growth path as HTM Group’s industrial businesses expand
• Respect for strong leadership, honest communication, and measurable results

What You Will Own:

• People leadership, daily priorities, production planning, and accountability
• Labor budgets, bills of materials, actual hours, and work-order profitability
• On-time and complete production, delivery, repair, and fulfillment
• Purchasing discipline, production inventory, vendor coordination, and logistics
• Safety, quality, rework prevention, training, and facility readiness
• Accurate work-order closeout and cost reporting
• Operational SOPs and employee training
• Rocks, To-Dos, scorecards, and L10 commitments
• Oversight of the Facility Admin’s Reftab compliance
• Correction of unresolved company-asset exceptions
• The Facility Admin, not the Operations Manager, handles routine Reftab entries, asset reservations, check-in and check-out, assigned users, locations, and condition records.
• The Operations Manager reviews exceptions and holds the Facility Admin accountable for accurate asset records and proper reservation controls.

How Winning Is Measured:

• We use a 90-day scorecard with 10 YES/NO measures. You will know exactly what success requires.
• Your scorecard includes:
• Achieve the approved 90-day gross-margin goal
• Keep total labor hours and labor costs within approved work-order budgets
• Start every production work order with an approved labor budget and bill of materials
• Close work orders on time with accurate labor, material, freight, vendor, and direct costs
• Achieve the on-time production and delivery goal
• Meet the quality standard without material preventable rework
• Ensure the Facility Admin properly manages Reftab reservations and asset controls
• Maintain purchasing, receiving, and cost-allocation discipline
• Complete required safety, training, and certification commitments
• Complete assigned SOPs, Rocks, To-Dos, scorecards, and L10 responsibilities

Bonus Structure:

• 95-100 Points: Elite Performer - $3,000 quarterly bonus
• 85-94 Points: Strong Performer - $2,250 quarterly bonus
• 75-84 Points: Meets Expectations - $1,500 quarterly bonus
• Below 75 Points: No Bonus
• Maximum Quarterly Bonus: $5,000
• Maximum Annual Bonus: $20,000

Bonus Profit Gate:

• The scorecard determines the potential bonus amount. The bonus is paid only when the combined Industrial Group achieves at least 15% Net Operating Profit for the same 90-day quarter.

Who Will Thrive Here:

• A hands-on leader who develops supervisors instead of doing everyone’s job
• A disciplined operator who understands labor, materials, margin, and throughput
• A calm problem-solver who addresses issues early and communicates facts
• A builder of SOPs, training systems, accountability, and repeatable processes
• A leader who earns respect through clarity, fairness, standards, and follow-through
• Someone who is humble, accountable, solution-driven, and committed to teamwork

What You Should Bring:

• Five or more years of related operations experience
• At least three years directly supervising employees, leads, or supervisors
• Demonstrated success controlling labor budgets, materials, schedules, quality, and delivery
• Experience with work orders, BOMs, purchasing, inventory, job costing, and operational reporting
• Experience creating, implementing, and auditing SOPs
• Strong safety leadership and experience holding teams accountable to procedures
• Comfort using business systems, spreadsheets, and asset-management software
• Reftab experience is helpful but not required
• Valid driver’s license and ability to work on-site across assigned Oahu operations

This Is Not the Right Seat If:

• You manage by reacting instead of planning
• You accept inaccurate labor, BOM, inventory, or work-order information
• You avoid hard conversations or tolerate missed commitments
• You try to personally perform every task instead of building accountable owners
• You hide bad news until the end of the week or quarter
• You want authority without owning safety, margin, quality, and people results

Our Core Values:

• Humble - We learn, not brag
• Teamwork - We’ve got each other’s backs
• Accountability - We own what we say and do
• Solution-Driven - We fix problems, not complain about them

Employment Information:

Compensation within the posted range depends on relevant experience, demonstrated results, qualifications, and internal equity. Quarterly bonuses are performance-based, subject to the written scorecard and profitability requirements, and are not guaranteed.

HTM Group is an equal opportunity employer. Employment decisions are made without unlawful discrimination. Reasonable accommodations are available in accordance with applicable law. Employment may be contingent upon lawful, job-related pre-employment requirements.