What are the responsibilities and job description for the Machine Team Leader position at Warren CAT?
TEAM UP WITH US!
The Machine Team Leader is responsible for leading the daily schedules of their respective team to gain efficiency and productivity in the shop.
DO YOU HAVE WHAT IT TAKES?
WHAT YOU'LL DO:
- Assist Supervisor to assign work for a team of technicians and manage assigned jobs while in the shop.
- Communicate with shop supervisor concerning changes associated with team and workload.
- Assist in managing shop work operations and resources to achieve company goals in the areas of employee and customer satisfaction, market share and profitability.
- Assist in supervision of shop cleanliness and maintenance.
- Provide hands-on assistance for shop technicians.
- Proactively trouble shoot jobs and order parts to be repaired by the team.
- Serve as the Safety Champion for team and member of the local safety committee.
- Other duties may be assigned.
WHAT YOU'LL NEED:
- High School diploma or equivalent; or one to three months related experience and/or training; or an equivalent combination of education and experience.
- Valid driver's licenses with a good driving record required.
- Ability to read, analyze and interpret documents, procedures, general business periodicals and professional journals.
- Ability to understand, explain and present complex issues to a diverse population.
- Ability to independently solve practical problems and deal with a variety of concrete variables.
- The employee must be able to develop and apply a variety of instructions furnished in written and oral form and from multiple sources.
- Must be able to define problems, collect necessary information, establish facts, draw conclusions and take appropriate action.
- Employees are empowered to make decisions directly affecting their ability to perform the above duties and responsibilities.
- Demonstrates critical thinking in their ability to define complex problems, collect data, establish facts, and draw valid conclusions.
- Must be able to develop routine protocols as well as identify when the routines do not apply in a specific situation and handle exceptions as needed.
- The position requires the ability to develop priorities and adjust work plans to meet deadlines.
- Minimum 40-hour work week.
WHY WORK WITH US?
- We like to take care of business and have fun doing it!
- We offer health, dental, vision, life, and more as a comprehensive benefits package.
- Don’t you want to work with awesome people?
IMPORTANT INFORMATION:
While performing the duties of this job, the employee is regularly required to stand, walk, talk or hear; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch or crawl. The employee is occasionally required to sit or smell. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts; fumes or airborne particles.
The noise level in the work environment is usually moderate.
Required travel up to 20%.
This position is considered a safety sensitive position.
The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.
EEO/AA
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)
