Continuous Improvement Leader

About the Position

Senior level in Continuous Improvement responsible for, but not limited to, functions pertaining to the development, implementation, and maintenance of the Kenco Operating System (KOS) at our Distribution Center. This includes the cross functional activities of: Lean, Work Measurement & Accountability, Six Sigma, Quality, Financial Management, Training and Project Management. The KOS Leader will be the change agent within the network to deploy the Kenco Operating System (KOS) in support of Operational Excellence.

Functions

• Supports and enables the deployment of Kenco Operating System (KOS) at the assigned site with general/minimal supervision
• Serves in a project champion advisor role and provides advice on project selection, definition, prioritization, and completion.
• Provides regular feedback and updates on active projects.
• Assists all Site leadership in the culture and practices around the Kenco Guiding Principles.
• Assists all Site leadership in the development and execution of the KOS implementation plan.
• Facilitates and coaches KOS training at a site level.
• Provides on-going education in data-driven business improvement philosophies/methods at all employee levels.
• Will manage the site KOS deployment on an on-going basis.
• Coach and mentor leaders and associates on the following:
• The application of standard work and quality management systems
• Work measurement and accountability
• Lean philosophies and Six Sigma
• Financial management and project management
• Effective training
• Calculate financial cost and benefits to process changes; validate results with process owners.
• Instill KOS ownership via training, mentoring, coaching, and other technical support at the site and functional levels.
• Influence leadership on KOS principles, processes, and tools as defined in the implementation plan.
• Partner with network leaders to develop and complete KOS deployment and action plans, plan and complete maturity assessments and phase gate reviews.
• Share knowledge with other Continuous Improvement Leaders and teams across the organization for support and continued update of the latest KOS enhancements and updates.
• Drive breakthrough performance and expectations through the network.
• Drive solutions to assigned tasks incorporating a proactive approach to problem solving.
• Flexible application of KOS concepts to meet business needs.
• Presenting data to customers, both internal and external.
• Perform process mapping, value stream mapping, process design, methods development, establishing performance standards/metrics, ROI analysis and project management.
• Issues written and oral instructions to employees as needed.
• Assigns duties and examines work for exactness, neatness, and conformance to policies and procedures as related to EIP.
• Coach employees to improve their performance and expand their skills as outlined within EIP.

Qualifications

Preferred:

• Bachelor’s Degree from a four-year college or university in a related discipline; or one to two years related experience and/or training; or equivalent combination of education and experience
• 6-8 years of relevant experience
• Lean Six Sigma Green Belt certification, Lean Six Sigma Black Belt or Lean Six Sigma Master Black Belt. At the least, the candidate/employee should be able to give detailed examples of experience in lean manufacturing techniques.
• Technical competencies in: Lean, Six Sigma, Kaizen, Process Management, ISO, Change Management and advanced statistical techniques.
• A basic knowledge of Material Handling Equipment and other various machinery.

Required:

• Must be results-oriented, a change agent, with the ability to interface with all levels and areas of an organization, establish close working relationships, and build consensus for chosen solutions
• Ability to calculate figures and amounts such as discounts, interest, proportions, percentages, and area
• Ability to apply concepts of basic algebra and geometry.

• Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form.
• Ability to read, interpret, and write documents such as safety rules, operating and maintenance instructions, and procedure manuals.
• Experience using appropriate statistical software such as Minitab, Crystal Ball, Statistic, SPC XL, SPSS, etc.
• Competence using Microsoft Excel, PowerPoint
• Ability to speak effectively before groups of customers or employees of the organization.
• Ability to write routine reports and correspondence.
• Ability to quantify impact to process metrics and financials.
• Skill in coaching/mentoring in on-the-job application of new skills is critical.
• Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form.

Competencies

• Business Acumen - Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization.
• Communicate for Impact - Proactively communicate with all stakeholders throughout the life cycle of programs and projects.
• Influencing Others - Can quickly find common ground and can solve problems for the good of the organization with a minimal amount of noise. Authentically gains trust and support of peers.
• Managing Transitions/ Change Management - Effectively plans, manages and communicates changes in processes with appropriate stakeholders.
• Strategic Agility - Enable Kenco to remain competitive by adjusting and adapting to innovative ideas necessary to support Kenco’s long-term organizational strategy.

Travel Requirements

• This position is expected to travel approximately 25% or less.
• A passport is not required, but recommended.

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)