United Spinal Association Jobs

JOB REQUIREMENTS: Description 1st Priority - Run: Daily Execution (Key Tasks) Create a safe and secure working environment by training & enforcing safety policies Deliver to customer expectations by enforcing and calibrating the team on quality standards Organize and plan daily/weekly Zone staffing/execution to meet customer demand and achieve SQDC goals Check GL LSW to drive Zone actions, contain problems timely & resolve effectively, or ensure proper escalation Communicate with counterpart to identify potential problems and key actions 2nd Priority - Develop: Observe, Coach & Engage Observe Group Leaders and ensure accountability to standards through regular performance feedback Identify & facilitate development opportunities for Group Leaders and Associates utilizing the skills matrix Recognize and celebrate behaviors and results that support our culture or brand 3rd Priority - Improve: Each Day Better Using observation (LSW) and data, assist Group Leaders to identify waste and facilitate improvements Using observation (LSW) and Zone data, identify and facilitate systemic Zone improvements Demonstrate PDCA thinking through the facilitation of \"just do it\" actions; 4-steps and kaizen events Work at the right level to drive improvement between Zones Identify & implement strategic opportunities to improve daily execution, development and the CI system Create an environment where the team members are engaged and developing to their fullest potential Education Degree preferred - Industrial/Mfg./Mechanical Engineer or Bachelor\'s in Operations Management Experience 3-5 years of Manufacturing Floor Support, 1-2 years in a Leadership Role Problem Solving Training Skills Willingness to participate in continuous learning opportunities Proven people management techniques: (i.e. accountability, development and engagement) Working with data to prioritize & solve problems Ability to teach, coach & mentor Leaders on developing associates and solving problems 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. ***** APPLICATION INSTRUCTIONS: Apply Online: ipc.us/t/58B4D598571F4AE8