Job Description:
Triumph Group

Responsibilities

Job Summary

Manages and directs all activities related to production operations and facility management by performing the following duties personally or through subordinate managers and their staff.

Major Accountabilities

Develops and maintains operations business plans to include all program requirements, labor requirements, cycle times, and production costs and infrastructure.
Develops 90-day production sales forecast monthly, identifying all risk and opportunities, to achieve meeting the Annual Operating Plan (AOP)
Ensures all OEM production deliveries are met through on-time execution of ERP schedule manufactured jobs.
Drives a continuous improvement/lean mindset throughout the production floor, participating in lean events, Kaizens, etc.
Ability to assimilate ERP data, develop predictive trends, and provide guidance to internal/external customers as to as demonstrated production, future rate loads, and capacity planning.
Major data contributor to monthly Sales, Inventory, & Operational Planning (SIOP) process
Coordinates manufacturing activities with all other functions of the organization and suppliers to obtain optimum production and utilization of human resources, machines, and equipment.
Actively work with subordinate machine shop, facility maintenance, and Assembly & Test managers to drive effective problem-solving and conflict resolutions to minimize costs and prevent operational delays.
Works with support teams to transition development products into full rate production through Operations Launch process and ensures design for manufacturing input is an integral part of new product development.
Works with Program Management team to help manage customer demands in all regards from normal on-purchase order programs to ensuring production's participation in recovery of Red to Green programs.
Maintain a high state of operational readiness of the facility, preventative maintenance, and oversight of all facility and property upkeep.
Determines responsibilities of assigned organizational and staff positions to accomplish business objectives.
Achieve and maintain a thorough understanding of site product lines and all the constituent processes required to manufacture them.
Written process owner for operational process documents utilized in AS9100 system.
Provide reports as necessary to site General Manager

Requirements:

Strong interpersonal skills: share/communicate ideas & solutions across cross-functional teams.
Experience with hands-on machining and/or CNC machining a plus
Must be able to read and interpret mechanical drawings.
Familiarity with Mastercam and SolidWorks CAD software a plus.
Strong mechanical aptitude.
Experience in Microsoft Word and Excel.
Ability to manage and prioritize multiple tasks/projects along with the ability to work in a fast-paced team environment in a self-directed manner and complete projects on time.
Ability to build and maintain effective work relationships internally and externally (customers, suppliers, etc.).
Ability to negotiate with others to arrive at a conclusion using compromise, persuasion, influence, rationale, and diplomacy.
Foster a collaborative team environment with open communication, identifying problems and establishing resolutions.
Strong willingness to wear multiple hats with solid written and verbal communication skills; and desire and ability to learn.

Qualifications

Minimum Education Required:
Bachelor of Science degree in Engineering (Industrial, Mechanical, or Aerospace); Six Sigma preferred.

Minimum Years of Experience Required:
Ten years working in a manufacturing management position with a strong, demonstrated background in machine shop operations, product flow, and data analytics.

Physical Limitations:
Work may require sitting and/or standing for up to 8 hours per day.

Salary range: $97,000 - $145,400

Legally authorized to work in the United States without company sponsorship.
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.

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).

PI239588922

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