Production Maintenance Supervisor jobs in Hobbs, NM

Job Summary: To provide safe, repeatable, reliable environment for manufacturing by supervising daily maintenance activities.

Essential Job Functions:

1. Supervises daily in house and contracted maintenance activities. Supervises operation of utility equipment including boilers, compressors and chillers.

2. Provides service and support within the maintenance budget.

3. Plans, schedules and coordinates downtime activities to assure effective utilization of downtime.

4. Assures compliance with established standards and recommends improvements where appropriate.

5. Assists in equipment analysis to determine spare parts, pm’s, receiving inspections, required documentation, training, etc.

6. Responds to 24 hour manufacturing emergencies to plan, schedule, oversee operations as needed.

7. Fills in for any member of the manufacturing team in their absence as necessary.

8. Assures adherence to safety policies, regulatory policies, rules of conduct, bargaining unit contract and take correction action when necessary.

Education/Experience/Skills:

Required:

v Associates Degree in a technical field or equivalent maintenance field experience.

v Maintenance Department experience in planning, supervision or management of trades.

Desired:

v Bachelors Degree in a technical field.

Equipment Operation:

v Material Handling Equipment, Shop Tools and Equipment (metal bending equipment, Drill presses, lathes, welding equipment). Hoists, lifting equipment.

Physical Demands:

v Lifting 50#, Climbing ladders, entering confined spaces, noisy areas, dusty areas, occasional long work days . 80% of day standing, walking.

:

v

Contacts: (Indicate with whom, purpose, frequency, and method)

Internal: Manufacturing supervisors verbal and written for daily coordination and understanding of priority and operations; operators verbally daily for gaining understanding of problems; Manufacturing managers, engineering, verbal, written, graphical documentation weekly to execute changes per design and for troubleshooting assistance.

External: contractors verbal daily, suppliers written and verbal weekly manufacturers in frequently verbally via phone to gain understanding of equipment specification or repair requirements.

Supervision: (List of positions and number of employees supervised)

Direct Indirect

v Nonexempt 3 0

v Exempt 0 0

Business Scope: (List most relevant financial or volume related measures)

v Equipment Availability (Overall Equipment Effectiveness)

v Maintenance Budget

v Workers Safety

This job description is not intended to cover every detail or every aspect of the job identified. Other duties may and will be assigned based upon the workload and needs of the department.

Kalsec, Inc. is committed to providing safe products to our customers. This position requires completing annual training for Good Manufacturing Practices, Hazard Analysis Critical Control Points, Food Defense and Food Safety. Additional initial training and annual refresher training will be assigned based on job classification. Training is conducted through Kalsec, Inc.’s electronic training program, eFront and on the job training in each department.

This position is also required to assure all persons that report up through this position complete initial and annual training related to food safety.

The organizational chart identifies personnel responsible for covering responsibilities in the absence of this position.

Experience

• 3 year(s): 3 or more years

Education

• High School or better

Behaviors

• Team Player: Works well as a member of a group
• Functional Expert: Considered a thought leader on a subject
• Dedicated: Devoted to a task or purpose with loyalty or integrity

Motivations

• Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

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)