Plant Manager 4

SCOPE OF ROLE

The Plant Manager is responsible for providing leadership, direction, and resource stewardship for a high-volume multi-site manufacturing including Londonderry, NH, Dartmouth, MA and a distribution center in Southington, CT. The plant is part of the Window & Doors BU Group, employing approximately 700 employees, and produces Harvey branded products throughout the Northeast. This role is accountable for driving timely and impactful improvements to the operating environment and for delivering performance at or above expectations for safety, quality, delivery, cost, and their team. They will lead the execution of cross-functional strategies and plans that ensure we execute the company’s manufacturing excellence roadmap. The goals of this role are to manage structured changes and combine long-term thinking with near-term actions and decisions.

Successful candidates demonstrate their commitment to their team by taking direct responsibility for the safety of the people who work in your business, build trust and value the experience of the team around them and look to develop the people, sets high expectations for self and others, is a change agent and an effective communicator, is comfortable frequently interacting with senior leaders, and shows personal resilience. This position reports to the Sr. Director of Operations.

KEY OBJECTIVES AND RESPONSIBILITIES

Operations Leadership

• Set an unwavering expectation that relationships between supervisors, peers, and employees are respectful and inclusive.
• Maintain environments that influence how we feel physically and mentally at work and reflect attention to detail not only in the quality of our output, but in our daily productive routines.
• Develop site strategies for COGS reduction while managing growth and/or expansion.
• Reduce costs of goods measured as savings year-to-year including direct labor and overhead.
• Manage and ensure successful new product/piloting.

Cross Functional Leadership

• Take responsibility for the safety and security of the people who work in our business, the products we supply to customers, and the company’s physical assets; identify, assess, and address any immediate safety and security issues.
• Create optimized schedules that balance production efficiency, deliver supply, and employee well-being by selectively and strategically using OT.
• Ensure compliance with quality assurance measured in our QA Index and Right First Time.
• Help drive all TQM activities within the sites.

Operations Excellence

• Invest a substantial amount of time reinforcing our manufacturing excellence roadmap, holding his/herself and others accountable for performance and leadership commitments.
• Identify and implement ways of working that make lean thinking and employee engagement a way of life in the plant: focus will be on the process, not the individual.
• Drive simplification efforts within the site, particularly those that impact operational costs.
• Help manage the effort for all new equipment, assist in establishing a project team, clearly establishing a Commissioning/Qualification/Verification (CQV) process approach.

Talent & Organization

• Invest significant effort on talent offense and aligning training and development of teams to mindsets and skillsets important to the future of our business.
• Provide tactical direction as needed for all operations groups.
• Develop and train leadership and technical groups.
• Use qualitative and quantitative approaches to forecasting labor demand and mix.

Culture

• Foster a culture, including ways of working and behaviors, that is congruent with our mission, values, and success model.

• Take an active role in the community: raise awareness about opportunities the manufacturing industry can offer, nurture future manufacturing talent, grow their network and the company’s reputation, and give back.
• Develop and deliver approaches to improve culture based on employee engagement survey data.
• Develop and implement solutions that drive a high-performance culture.

Other

• Lead and participate in cross-functional projects and business initiatives as needed.
• Perform other duties, as required.

EDUCATION AND WORK EXPERIENCE REQUIREMENTS

• Bachelor’s degree required, preferably in engineering or business, or in place of a degree, a minimum of 15 years of significant, relevant professional experience.
• Master’s degree preferred.
• Minimum of 10 years previous experience in manufacturing, including packaging, process engineering, warehousing, and assembly.
• Minimum of 5 years in a senior people management role, including leading a cross functional leadership team.
• Proven track record of application of lean tools, processes, and systems to deliver sustained continuous improvement preferred.
• Experienced leading teams through compliant execution of formally defined management systems.
• Experience participating on cross-functional teams, driving decision-making, and overseeing operational and financial metrics.
• Possesses strong knowledge of manufacturing supply chain functions, including planning, logistics, quality, materials management, and inventory control.
• Requires minimal travel (50%) to multi site.
• All Microsoft Office products; AutoCAD and statistical packages desired.

All your information will be kept confidential according to EEO guidelines.

Why work for Cornerstone Building Brands?

Our teams are at the heart of our purpose to positively contribute to the communities where we live, work and play. Full-time* team members receive** medical, dental and vision benefits starting day 1. Other benefits include PTO, paid holidays, FSA, life insurance, LTD, STD, 401k, EAP, discount programs, tuition reimbursement, training, and professional development.

*Full-time is defined as regularly working 30+ hours per week. **Union programs may vary depending on the collective bargaining agreement.

Cornerstone Building Brands is an Equal Opportunity Employer.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, or status as a protected veteran. You can find the Equal Employment Opportunity Poster here. You can also view Your Right to Work Poster here along with This Organizations Participation in E-Verify Poster here. If you'd like to view a copy of the company's affirmative action plan for protected veterans or individuals with disabilities or policy statement, please contact Human Resources at 281-897-7788 or [email protected]. If you have a disability and you believe that you need a reasonable accommodation in order to search for a job opening or to submit an online application, please contact Human Resources at 281-897-7788 or [email protected]. This email is used exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails received for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response.

All your information will be kept confidential according to EEO guidelines.

California Consumer Privacy Act (CCPA) of 2018

Must be at least 18 years of age to apply.

Note to External Recruiters

Cornerstone Building Brands does not accept unsolicited resumes and will not pay fees for any candidate submissions that were not expressly authorized.

Notice of Recruitment Fraud

We have been made aware of multiple scams whereby unauthorized individuals are using Cornerstone Building Brand's name and logo to solicit potential job-seekers for employment. In some cases, job-seekers are being contacted directly, both by phone and e-mail. In other instances, these unauthorized individuals are placing advertisements for fake positions with both legitimate websites and fabricated ones. These individuals are typically promising high-paying jobs with the requirement that the job-seeker send money to pay for things such as visa applications or processing fees. Please be advised that Cornerstone Building Brands will never ask potential job-seekers for any sort of advance payment or bank account information as part of the recruiting or hiring process.