Processing Supervisor - Amsted Rail Company Inc

JOB SUMMARY/PURPOSE

Schedule, coordinate and supervise the hot wheel line, Mold repair, and inspection and finishing operations in order to meet production requirements and objectives on a shift. The Wheel Processing Supervisor reports to the Processing Manager.

Reporting to the Wheel Processing Supervisor are the team leaders, maintenance mechanics/electricians and an hourly staff consisting of various production jobs. The incumbent is responsible for the supervision and direction of hot wheel line, heat treating, mold repair, finishing and inspection and dock operations. He is also responsible for maintenance of equipment.

Responsible for 10-18 headcount.

PRINCIPLE ACCOUNTABILITIES

1. Schedule, coordinate and supervise the hot wheel, heat treating, mold repair, finishing, inspection and shipping operations on a shift in order to meet production requirements and objectives.
2. Supervise and coordinate manpower requirements.
3. Schedule and direct the repair of equipment.
4. Select, train, and motivate a competent work force to assure an efficient, cost-effective operation.
5. Maintain safety and good housekeeping standards.
6. Participate in complaint resolution of grievances at the first step to promote good working relationships with employees and fair and equitable solutions for the Company.
7. Perform other duties as required.

JOB KNOWLEDGE/SKILLS AND EXPERIENCE

1. Bachelor’s Degree in Operations or related discipline.
2. 3-5 years of experience supervising in a manufacturing environment.
3. Experience with Non Destructive Testing, tooling, Quality Control (including SPC), Safety, maintenance, capital project management.
4. Excellent communication, leadership and organizational skills.

KEY CHALLENGES

Major interactions include: Office personnel in customer shipping specifications, shipping schedule, recordkeeping and inventory; Quality Manager interface to ensure adherence to AAR and Griffin quality standards and/or specification; Operations Manager, Human Resources Manager, Safety Manager and Union representatives (if appropriate) regarding disciplines, attendance, grievances; Equipment Manager on TPM matters; Material Manager and storeroom personnel in ordering needed supplies; Human Resources Manager regarding discipline, grievances, safety, etc.; vendors regarding the usage of their products; AAR inspectors and customers reviewing the plant operations; Manager, Quality Assurance/Supervisor, Non-Destructive Testing System for guidance in problem area.

WORK CONDITIONS

• Moderate physical effort
• Unfavorable environment
• Moderate hazards

OTHER INFORMATION

The statements contained in this job description reflect general details as necessary to describe the principal functions of this job, the knowledge and skill typically required, and the scope of responsibility.  It should not be considered an all-inclusive listing of work requirements.  Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise to balance the workload.

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)

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)