Manufacturing Supervisor (2nd Shift)

Imagine being a team member of ETRIA Manufacturing USA Inc. (EMUS) a member of the Ricoh family of companies, which has a rich history of environmental conservation, community involvement, and steady company growth. ETRIA Manufacturing USA Inc is part of a joint venture with Toshiba TEC (ETRIA Global website). We are leading provider of toner products at our facilities in Lawrenceville, GA. Join our team to help create the best manufacturing company in the office printing industry.

ETRIA Manufacturing USA Inc. (EMUS) is actively seeking a highly skilled Manufacturing Supervisor to work the 2nd Shift (3:00 pm – 11:30 pm) to play a crucial role in our Toner Operations at our Lawrenceville campus. As a Manufacturing Supervisor, your solid technical background will be instrumental in supporting our fast-paced and highly automated Toner manufacturing operations. Your responsibilities will include overseeing the daily work activities of toner production and operators, troubleshooting equipment, production, and quality issues, as well as maintaining daily production records and progress reports.

Job Responsibilities:

• Model the “safety first” behavior! We expect all employees to perform operational procedures and processes safely and provide a safe work environment.
• Supervise hourly personnel engaged in some or all the following activities: machine operation and/or fabrication, product preparation, preventive maintenance, and quality Inspection.
• Plan daily operations and make routine adjustments to work assignments, production processes, and/or equipment to meet production schedules and targets while maintaining SEQCD standards.
• Communicate, train, and enforce adherence to company policies and procedures.
• Recommends changes to daily procedures.
• Participate in the testing and implementation of new products into production.
• Monitor processes and gather data on results.
• Participate in investigating production problems and/or product quality issues.
• Initiate corrective action, request repairs, implement countermeasures, and track results.
• Participate in developing ISO procedures, forms, operator reports, visual aids and maintain records.
• Review production reports for accuracy. Track and consolidate productivity and quality statistics. Generate productivity and quality reports for management review.
• Promote employee participation in company-sponsored programs and systems.
• Respond to accidents and may perform first aid. Conduct initial investigation of accidents, identifies root cause, and submit an incident notification to EH&S.
• Follow procedures for appropriately reporting and managing safety infractions and/or accidents. May recommend corrective/preventive actions and implements actions determined by the manager.

Experience

Required

• Training will be required on the 1st shift (7:00 am - 3:30 pm) for several months until the individual has mastered the responsibilities to transition to the 2nd shift.
• Must be able to work 2nd Shift (3:00 pm – 11:30 pm), work overtime, and some weekends.
• 2 year(s): Working knowledge of manufacturing operations processes and procedures.
• Experience writing standard operating procedures (SOPs) and creating forms, visual aids, graphs, and presentations.
• Intermediate math skills are required to calculate yields, variances, and material and labor costs.
• Positive leadership skills, experience in team building, and motivation to support company initiatives.
• Great attention to small details, demonstrating a thorough and careful approach to work.
• Exceptional verbal and written communication skills.

Preferred

• Experience in mixing, kneading, and/or milling operations preferred.

Education

Preferred

• Technical/other training or better in Manufacturing Technology or related field

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)