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Repair Line Manager

  • Location:

    Norwich, Norfolk, E. of England, England

  • Job type:

    Contract

  • Sector:

    Manufacturing

  • Salary:

    Up to £24000.00 per annum

  • Contact:

    Jacek Zielonka

  • Contact email:

    Jacek.Zielonka@morson.com

  • Job ref:

    167257JZI_1568112559

  • Published:

    8 days ago

  • Expiry date:

    2019-11-05

  • Start date:

    ASAP

  • Client:

    Morson International

We are currently recruiting for a Repair Line Manger working within a busy Repair Centre.

Reporting into the Business Manager, the Repair Line Manager will be responsible for ensuring positive economic outcomes in the achievement of yield targets (internal and external), productivity, usage of materials and human resources in line with business metrics. Furthermore, in demonstrating technical understanding and competence, the Repair Line Manager will pro-actively measure, evaluate and report on such metrics for optimum business results in line with Ingram Global Lean Strategy
The role will demonstrate and educate the team in the understanding of activity impact on long term mutually profitable customer relationships.

Principal Tasks of the Job /core responsibilities

• Issue resolution in real time
• Manage flow management
• To manage change effectively.
• Positively influence the culture of your team.
• Conduct effective meetings.
• Effective absence management including return to work discussions.
• To establish a constructive, impactful and collaborative relationship with colleagues, customers and manufacturers to attain successful delivery.
• Compliance with respective accreditation guidelines.
• Ensure compliance of Ingram Micro policies and procedures.
• Acts with customer in mind
• Seeks and uses feedback to improve service

Key Performance Indicators

KPI’s will be determined by the business and executed within the Competency Framework. At all times they will be composed of qualitative and quantitative measures (the â€~What’ and the â€~How’), e.g.
• Management of technical staff key metrics
• Output per man hour
• Parts consumption, scrap and waste
• BER rate/yield
• Return rate (internal and external)
• Delivery of personal and team objectives.
• Identification and elimination of non-value-added activities
• Effective resource planning vs. workload
• Demonstrating an understanding and usage of metrics as decision making information
• Personal development plans in place for direct reports with regular performance discussions
• Team performance against business goals, client expectations and related SLA’s
• Adherence to customer TAT and production output targets
• Determine metrics and measure for reporting on KPI’s as per agreements
Successful execution of the KPI’s against the set targets may enhance the compensation package

Primary Accountabilities (IN SUPPORT OF THE COMPETENCY FRAMEWORK):

PLANNING
• Plan available work based on historical volumes and known standard times (and track against the plan and identify required improvements to plan)
• Effective resourcing in line with Lean Principles.
• Accountable for “crewing†within production lines in accordance with Lean Principles
• Set objectives, development plans, monitor for progress, coach for improvement whilst lead for engagement.

MEASURING
• Pro-actively review on an hourly basis the “load†versus resourcing in delivering profitable performance.
• Deliver on all aspects of meeting and exceeding service level agreements and related KPI’s in line with speed, quality, flexibility, reliability, cost efficiencies.
• Assess, communicate and monitor such success factors and metrics that impact results
• Identify non-value-added activities and the impact on the business and take decisive corrective action

PEOPLE MANAGEMENT
• To effectively motivate, coach, lead and mobilise team efforts in support of building long term mutually profitable relationships with customers
• To ensure individuals attain required quality standards and meet specified output target contribution in line with overall team goals (measured on an hourly/daily basis.)
• To delegate tasks appropriately.
• To provide effective coaching and counselling and training to team as appropriate.
• To provide feedback and respond to associates appropriately
• To develop, empower and motivate team whilst effectively managing poor performance.
• Raise morale and lead by example.
• Set clear and unambiguous objectives ensuring they are discussed with and understood by associates.
• Lead, inspire and motivate the team