Hydromechanical Assembly and Test Supervisor (2nd Shift)

Triumph Group

Responsibilities

Triumph is seeking a 2nd Shift Hydromechanical Assembly and Test Supervisor to be responsible for supervising and coordinating activities of 2nd Shift employee within the Hydromechanical Assembly & Test Value Stream.

• Responsible for employee workmanship while driving continuous improvement events fostering a lean manufacturing environment with focus on safety and quality.
• Schedule shift production work, maintain time and attendance, and hold staff accountable for meeting production expectations.
• Analyzes work orders to estimate worker hours and create production schedules that meet both internal and external needs.
• Interprets specifications, blueprints, and job orders to workers, and assigns duties.
• Plans flow of materials through department and develops physical layout of equipment according to work demand.
• Interfaces with others in the organization to ensure production deadlines are met.
• Directs workers in adjusting machines and equipment to repair products which fail to meet standards.
• Establishes or adjusts work procedures to meet production schedules.
• Develops, recommends, and implements measures to improve production methods, equipment performance, and quality of product.
• Suggests changes in working conditions and use of equipment to increase efficiency of shop, department, or work crew.
• Analyzes and resolves work problems, or assists workers in solving work problems.
• Maintains time and production records.
• Develops capital equipment justifications for machine tools and process technology to improve quality, cost, and cycle times.
• Facilitate successful completion of key business improvement objectives and practices.
• Optimization of production resources, including personnel and equipment, to improve labor productivity and process efficiency.

Qualifications

• Minimum of 5 years production management experience.
• Bachelor’s degree in business, marketing or a technical field required.

• Strong business acumen coupled with mental aptitude and motivation to learn new functions and expand areas of expertise.
• Manage all major issues in primary practice areas with minimal supervision;
• Demonstrate initiative and advanced interpersonal skills in team problem solving situations, relationship building and aligning with business goals

• Ability and willingness to travel approximately 10%

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (“ITAR”) and the Export Administration Regulations (“EAR”), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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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