What are the responsibilities and job description for the Melting Supervisor position at ELLWOOD Groups?
Utilizing independent judgement this position oversees ENS's steelmaking operations to ensure the safe and efficient manufacturing of stainless steel ingots.
Maintain team safety, positive employee relations, product quality, production volume and efficiency,Coordinate EAF melting, ladle refining, VOD treatment, vacuum degassing and pouring activities in production,Conduct and coordinate the maintenance of ladle, EAF, LMF, VOD splash shield and other refractory components needed for effective production runs,Develop, implement and maintain effective procedures for adherence to company policies, safety and housekeeping standards,Monitor daily operations to ensure a safe work environment that promotes continuous improvement and compliance with above procedures,Develop justifications to support capital improvements for the Production department,Conduct and/or recommend appropriate employee development programs,Coordinate all mill activities during the off shifts,Make decisions on heat diversions and disposition material,What You'll Need:
High School Diploma or GEDDemonstrated supervisory experience3 years of experience in a steelmaking environment required
What You'll Get:
Competitive Salary Incentive Bonus paid Bi-Weekly401(k) retirement plan with Employer MatchProfit Sharing Affordable health care, dental and vision plansCompany-paid Life, AD&D, and disability benefitsPaid vacation & paid holidaysENS's commitment to our teammates is evident in our safety performance, competitive compensation, support for personal and professional growth, and a benefits package designed to protect the welfare of our team now and into the future.
Equal Opportunity Employer-minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 c)
