Otter Tail Corporation Director of Operations in Washington, Illinois
BTD is a fast growing metalworking company. We provide custom metalwork services for some of the world’s top brands. Our 1100+ 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: Oversees the management of manufacturing department to produce products in the most cost-effective manner within quality standards. Responsible for achieving optimum labor and least amount of overhead and raw materials costs. Role priorities include growing revenue, process improvement, employee relations and problem resolution.
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: This position is responsible for the following tasks, duties and responsibilities:
Establishes manufacturing policies in the areas of Lean Manufacturing techniques, materials usage, shipping and receiving, capacity planning, production scheduling, safety, customer satisfaction, employee relations and performance measures which guide the organization in maintaining and improving its competitive position and the profitability of the operation.
Directs activities so that approved products are manufactured on schedule and within quality standards and objectives and ensures standards for product quality, equipment; and operator performance are maintained and that cost-effective technology is used to maximize production.
Ensures fixed assets are preserved. Initiates recommendations on purchases of new equipment and improvements to plant property.
Develops monitors and reports on operating costs within functional areas. Alerts management of cost and labor over run. Makes recommendations and implements solutions to related problems.
Advises plant managers on labor issues including safety, security, employee relations, scheduling, training and grievances. Ensures plant managers and supervisors are adhering to company policy and administering practices in fair and equitable manner.
Establishes operations standards for cost control, waste reduction, quality, safety and complete, on-time delivery.
Builds, develops and manages operations leadership team capable of carrying out needed operations strategies and improving employee relations.
Manages operational budget and other financial measures of the department(s).
Establishes performance standards, monitoring employee performance and focusing the Department’s attention to areas of opportunity to maximize performance.
Maintains ethics and integrity congruent to the Company’s mission and values.
Assists in the development of personnel through positive reinforcement and coaching techniques.
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: Bachelor’s degree or equivalent work experience of at least six years of manufacturing experience plus an in-depth knowledge of MRP/ERP systems. General knowledge of internal accounting controls, and financial analysis of expenditures.
Must be flexible with a willingness to perform the jobs personally as well as through delegation or interaction with others.
Ability to work with minimum direction but will understand the importance of clear and effective communication with the President, leadership team and others with whom, the position interacts.
Ability to operate general office equipment including manufacturing/production applications and financial spreadsheet, email and word processing applications on a microcomputer.
Factor I –Leading the Business
Sound Judgment – Makes timely decisions; readily understands complex issues; develops solutions that effectively address problems.
Strategic Planning – Develops long-term objectives and strategies; translates vision into realistic business strategies.
Leading Change – Supports activities that position the business for the future; offers novel ideas and perspectives.
Results Orientation – Aligns resources to accomplish key objectives; assigns clear accountability for important objectives.
Global Awareness - Leads the organization in understanding international issues; tracks global trends and world events.
Business Perspective – Understands the perspectives of different functional areas in the organization; has a firm grasp of external conditions affecting the organization.
Factor II – Leading Others
Inspiring Commitment – Motivates others to perform at their best.
Forging Synergy – Maintains smooth, effective working relationships; promotes effective teamwork.
Developing and Empowering – Offers constructive feedback and encouragement; delegates work and encourages individual initiative.
Leveraging Differences – Works effectively with people who differ in race, gender, culture, age, or background, leverages the unique talents of others to enhance organizational effectiveness.
Communicating Effectively – Express ideas clearly and concisely; disseminates information about decisions, plans, and activities.
Interpersonal Savvy – Understands own impact on situations and people; accurately senses when to give and take when negotiating.
Factor III – Leading by Personal Example
Courage – Acts decisively to tackle difficult problems; perseveres in the face of problems; takes the lead on unpopular though necessary actions.
Executive Image - Communicates confidence and steadiness during difficult times; adapts readily to new situations.
Learning from Experience – Reflects on and learns from experience; understands own weaknesses and how to compensate for them.
Credibility – Acts in accordance with stated values; follow through on promises; uses ethical considerations to guide decisions and actions.
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 position has good working conditions in a manufacturing plant environment, and is a diversified job requiring sustained mental effort related to internal/external contacts, organizational issues, planning and technical areas. The individual may encounter significant emotional strain or tension. There is sustained exposure to standing, sitting and the plant environment. There is also moderate exposure to Video Data Terminals (VDTs).
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)