Capability Leader

This role leads/influences 1) Organizational Capability, providing the organization with the business and technical capability to eliminate losses due to lack of skill and inefficient training systems. 2) Continuous Improvement; developing and implementing systems to build employee engagement and a continuous 3) Leads the entire Capability Agenda (tools, training, processes, systems) including Capability assessment, TPM assessment, Capability curriculum. 4) Building organizational capability in People/Process/Technology to increase site productivity. 5) Developing and implementing strategies to ensure productivity gains have positive bottom line financial impact.

Essential Functions:

• Successful implementation/maintenance of Run Right


• Role models Capability Leadership Skills per Capability/HPWS culture.


• Knows the pulse of their organization.


• Spends time off-shifts.


• SME support for Capability projects


• Provides feedback to Senior Leadership and National Capability Team.


• Pushes back; takes unpopular stand as appropriate.


• Removes obstacles, issues


• Lead the elimination of losses due to ineffective or inefficient training systems.


• Primary decision maker for site training systems.


• Business Management System owner, including team meetings, R&R.


• Educate and drive understanding of losses to the shop floor and implement/maintain a robust cross-functional team problem solving process that improves team results.


• Build TPM skill capability across the entire site and in all levels of the organization by providing consultative guidance, timely intervention, and general education. Ensure effective Pillar Systems implementation and documentation, ongoing compliance, and best practice/reapplication sharing leading to 100% Total Employee Involvement (TEI).


• Play a key role in building the site Integrated Business Plan (IBP) and Annual Operating Plan (AOP) that delivers all Productivity, Cost, Delivery, Safety, and Motivation Key Performance Indicator (KPI) metrics.


• Identify process, work redesign, technology breakthroughs that "change the game" in pursuit of Zero Loss.


• Establish clear performance and behavioral expectations for direct reports.

Communicates:

• Communicates new programs, implementation plans and Capability initiatives.


• Communicates appropriate needs to SLT and National Capability Team.


• Communicates progress to National Capability Team, Leadership Team and SLT.


• Communicates Capability Best Practices, develops best practices and shares them.

Train and Coaches:

• Mentor, coach and/or trains Teams, Peers, Capability Master Trainers, SLT


• Develop and conduct Empowered Business Team, Orientation, and TPM Workshops.


• Provide a forum/network that facilitates calibration, consistency, sharing of information and rapid reapplication of "Best in Class" training systems and practices


• All training systems are well understood and consistently executed in all areas of the plant according to the standard

Planning and Execution:

• Ensures all training initiatives are executed.


• Prioritizes meeting and training and aligns with Site/National budget and forecast, and plan as appropriate.


• Consistently attends Review and Response Meeting Model venues, provide feedback/coaching, and/or provide Capability updates.


• Leverage Capability tools/processes.


• Plans and is involved in necessary Capability interventions.


• Insure that all training is scheduled and tracked via QTG Learning Center


• Develops best practices and shares them.


• Plan, develop, and continuously improve Capability Pillar tools and systems to support the implementation of TPM initiatives (training material, templates, etc.).


• Support annual IBP processes.

Tracking Data and Analysis:

• Review data/identify opportunities/plan actions to close gaps.


• Analyze gaps in scorecard/glide path progress.


• Identify and prioritize action items to close the gaps.


• Ownership of Daily Management System applied to all critical systems and procedures

Accountabilities/Metrics:

• Site Scorecard Results


• Site Training Plan/Calendar Execution


• QTG Learning Center (Hourly and Salaried) Tracking and Ownership


• Site Team Meeting Execution and Effectiveness


• Site Point for Leadership Development Plan Execution

This position requires a minimum 4-year business/technical manufacturing degree and 6+ year site manufacturing experience - Foods Manufacturing or Consumer Products Sector (Household & Personal Products Industry) experience preferred. The successful candidate must possess strong skills, knowledge and capability in: TPM or Lean Manufacturing equivalent, Finance and Accounting, Project Management, Human Relations, Savvy Communications, and Statistics/Logical Problem Solving.

Solid working knowledge in the following business enterprise areas is essential: HSE/Quality regulatory compliance, Processing/Packaging/Warehouse Operations, Maintenance and Engineering, Ingredient and Package Material Procurement, Production Planning & Deployment, Sales and Marketing, Research and Development, and Consumer Response.

Required Skills and Knowledge:

• Strong Leadership Capabilities


• Financial and Accounting Skills


• Financial Analysis


• Project Management Skills


• Long Range Operations Planning


• Human Relations Skills


• Understanding of Supply Chain Principles/Workings


• Problem Solving Skills


• Communication Skills


• Working Knowledge of the Following:


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  • Operations
  
  
  
  
  
  
  • Engineering
  
  
  
  
  
  
  • Industrial Engineering (Methods and Costing)
  
  
  
  
  
  
  • Accounting
  
  
  
  
  
  
  • Labor Relations
  
  
  
  
  
  
  • Regulatory Requirements
  
  
  
  
  
  
  • Statistics
  
  
  
  
  
  
  • Maintenance
  
  
  
  
  
  
  • Quality Assurance
  
  
  
  
  
  
  • Customer Relations
  
  
  
  


• This position must possess strong leadership qualities in order to effectively motivate and institute change. This individual will provide the support and guidance necessary to the business unit to implement the principles of Redesign and ensure delivery of bottom line results.


• This position's daily interaction with all employees in the business unit is an integral part of the position. Breaking down the barriers between management and employees and fostering a we philosophy in operating the Plant is key to meeting the Unit ' s Redesign objectives. The individual s effectiveness in the position will be measured not only by meeting key business objectives but also through modeling behaviors to ensure on-going success and growth of the Labor/Management partnership.


• Must be willing and able to travel 5-10% of the time.

Equal Opportunity Employment M/F/D/V

Ref: 24395BR