Posted in Other 11 days ago.
Location: Napa, California
Multi-Color is one of the largest and most awarded label companies in the world, servicing segments such as Home & Personal Care, Food & Beverage, Wine & Spirits and Consumer Durables. A true global leader, our state-of-the-art facilities operate in over 26 countries.
Our 10,000+ employees are guided by our core values: Integrity, Passion, Creativity, Perseverance and Achievement. These values constantly guide our interactions and decision making at Multi-Color!
Join us today!
Departments: Maintenance, Sheetfed, Shrink, Warehouse
Location: Napa, California
Purpose: As a
member of the North America Wine & Spirits Team, the Operations Manager
plays a critical role in leading the overall department operating KPI metrics
for maintenance, sheetfed operations, shrink sleeve printing, and warehouse/raw
materials. This role will interact with all functional areas of the plant and
will provide essential guidance on understanding and quantifying profit
Instill a sense of self-responsibility for safety among associates. Assure the
safety of the associates and safe use of the equipment. Support the safety
processes and programs of the Plant. Member of Napa Safety and Health Committee
for the plant.
Model the Corporate Values and
Conducts oneself in an appropriate and business-like and professional manner,
building strong relationships both internally and externally. Instills a
high performance, people-driven culture, providing high expectations and high
Operations: Support the growth of the
various departments by developing a strategy plan that will enhance the current
operational capability and capacity through leveraging sheetfed technology,
shrinkprinting, maintenance, warehouse, and people.
Performance Metrics: Establish, monitor and achieve
Production operating metrics and expense budget. Establish and monitor
annual goals and objectives for assigned production areas. Communicate and
cascade KPI goals. Drive accountability throughout the production.
Lean Manufacturing: Participate in continuous
improvement/Kaizen teams. Develop and support a data-driven culture of
continuous improvement. Work to develop process improvements to reduce waste,
increase productivity, and improve quality.
Maintenance: Coordinates with the Maintenance
Engineering Manager to leverage world class Maintenance principles, systems,
project management, TPM tools, and best practices to ensure equipment
readiness, maximized press utilization, and minimized downtime.
Warehouse Leadership/Raw Materials
Lead and support the warehouse manager in all department activities. Maintain
and enhance efficiencies around raw material availability for production. Inspect
and protect incoming raw materials to ensure the quality and consistency of
materials being used at press.
Review and recommend the best
options for minimizing inbound and outbound freight costs; Identify and
implement costs saving initiatives in all areas of responsibilities to drive
out unneeded cost out of the business.
People: In coordination with Human Resources and Plant Leadership as
required, accomplishes human resource objectives by recruiting, selecting,
orienting, training, coaching, counseling, and disciplining employees;
communicating job expectations; planning, monitoring, appraising, and reviewing
Education and Experience:
degree in Business, Industrial Engineering/Technology, or related field
of three plus years of relevant manufacturing experience, with proven ability
to manage multiple managers and departments.
Improvement Lean Manufacturing experience needed.
If you need special assistance or an accommodation in applying, please contact our Human Resources Department at firstname.lastname@example.org.
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).