E. A. Sween Company Looking for Senior Continuous Improvement Engineer Full Time

Job Details

Description

We are always looking for talented, hardworking people to join the E.A. Sween family. We are a third-generation family-owned organization that understands the significance of our employees and that we are successful due to our incredibly committed team. We are looking for a Senior Continuous Improvement Engineer to join our growing team! The future is bright at E.A. Sween Company and we invite you to come grow with us!

E.A. Sween is an Equal Opportunity Employer – Minority/Female/Veteran/Disability

The Senior Continuous Improvement Engineer drives change through focused continuous improvement efforts to ensure higher levels of performance in safety, quality, schedule adherence, cost, growth, and engagement. Effectively utilizes Lean, Six Sigma, DMAIC methodology, tools, and root cause analysis to eliminate waste. Coaches, trains, mentors via EAS’s overall Continuous Improvement methodology, and applies knowledge through project-based activity, as well as through strategic steering teams.

This key position is responsible for the delivery of process innovation and continuous improvement initiatives across Eden Prairie and Annandale plants (with extensions into EAS co-packers and South Carolina as assigned). Plays an important role in helping to foster a culture of sustainable change,through the creation and embedding of CI methodology, to deliver business transformation.

KEY FUNCTIONS:

Partners with Corporate CI and CI Managers to apply knowledge of Lean and DMAIC methodology to high priority projects that support plant Key Performance Indicators.Responsible for leading and developing programs that educate teammates about Lean/CI concepts that lead to the identification, development, and implementation of improvements. Typical improvement activity results in improved safety, productivity, quality, and cost reductions.Develops, maintains, sustains, audits, trains, and improves the CI operating system, which consists of the Management Operating System, Maintenance, Problem Solving, Standard Work, and People Leadership.Drives the deployment of planned improvements against annual targets through use of the Management Operating System (MOS), A3 Strategy process, Redzone software, Business intelligence software for statistical data review, problem solving techniques, loss control meetings, blueprints, etc.Develops and drives the process, system, and forums for best practice sharing.

CORE COMPETENCIES:

CONTINUOUS IMPROVEMENT

Facilitates and implements the continuous improvement process (e.g. behaviors, attitude, and culture), working with staff and operations to implement and sustain a continuous improvement program based upon Lean principles that supports meeting plant goals and targets.Works closely with fellow technical resources to help drive efficiencies and develop continuous improvement opportunities and best practices. Coaches, trains, mentors, and models root cause analysis, problem solving methodology, strategy development, Leader Standard Work, 5S+1, and many other CI/Lean/TPM philosophies.Acts as a change agent to challenge existing processes that create waste and non-value-added work. Key focuses on give away, scrap, and raw material waste reductions.Conducts GAP analysis across current equipment, products, and processes. Makes recommended improvements based on these findings.Leads cross functional Kaizen teams to resolution of problems or achievement of desired goals.Shares best practices and build relationships with CI resources, at all EAS facilities.

MEASUREMENT

Monitors data and metrics to identify areas of waste and prioritize the development and implementation of solutions.Leads focused efforts aimed at breakthrough and incremental improvements in process, department and/or line-specific opportunities that meet and exceed plant operational performance metrics.

PROJECT MANAGEMENT (Start-Ups, New Equipment, etc.)

Works with technical support teams, Finance, and Plant Leadership to manage a Continuous Improvement docket to both prioritize projects and track results against Cost Out targets.Start-Up Process Management—equipment, processes, new projectsOperations champion within new product development. Partners on verifying true COGS and scrap rates based on equipment capabilities.

SAFETY and QUALITY

Partners on the Safety Action Item List to ensure efficient completion of open items.Ensures SAIL items align with team member safety and morale.Reviews equipment for any necessary safety or quality-related changes or recommended process changes.

EQUIPMENT and TOTAL PRODUCTIVE MAINTENANCE (TPM)

Develops current equipment capabilities and reliabilities, factoring in standard deviations.Mentors Operators and develops them to be sufficient with maintaining their own equipment, laying a foundation for improved production and fewer breakdowns, stops and defects.All other duties, as assigned.

Required Qualifications:

4-year degree in a Science or Engineering (Chemical, Mechanical, Industrial, Electrical, Manufacturing) field or equivalent work experience/training.3-7 years combined related work experience in a manufacturing environment (food preferred).Demonstrated passion for safety. Able to develop and maintain a respectful and safe work environment.Deep understanding of Lean Manufacturing/Continuous Improvement methodologies and ability to model them.Must have strong analytical and business judgment including demonstrated problem-solving and trouble-shooting skills.Ability to influence, mentor, and coach to get results through others.Results driven for support of company growth strategies.Have strong bias for action, with the ability to inspire others.Convey a high level of optimism in finding ways to achieve aggressive targets.Communicates a sense of purpose. Talks about the possibilities and is optimistic. Creates strong morale and spirit within teams.Solves highly complex problems and prioritizes actions in a timely manner. Probes all sources for answers and can quickly sense what will help resolve issues.Establish clear directions, lays out work in a well-planned and organized manner.Speaks candidly and in a professional manner.Organizes and manages projects; interacts, supports, facilitates, and leads multi-functional work teams; leads teams to consensus; strong negotiation skills.Able to build strong relationships with cross-functional partners. Supports and fosters change.Comprehensive knowledge of defect reduction and waste variance processes

Preferred Qualifications:

Lean Six Sigma Black BeltProject Management Certification

Physical Demands and Work Environment:

1. Must be able to bend, turn, push, pull.
2. Must be able to work in cool conditions, 35- 45 degrees.
3. Must be able to lift up to 50 lbs.
4. Must be able to reach overhead.
5. Must be able to be on feet majority of the day.
6. Must be able to keep up with manufacturing speeds.
7. Must be able to work with others.
8. Must be able to handle repetition.
9. Must be able to rotate to all production positions and lines.

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)

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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)