Plans, coordinates and supervises the production operations, maintenance activities, quality and safety programs, along with other related functions involved in plant operations. Incorporates directives provided by corporate management into plant policies and procedures so as to maintain appropriate standards and schedules.Uses independent judgment in making routine plant decisions. Works from general policies and procedures. Refers to supervisor when clarification or interpretation of organizational policy is needed. Exercises direct or indirect supervision over all plant employees, some of which occupy lower-level management positions. Number of employees typically ranges between 110-140 employees.
PRIMARY DUTIES & RESPONSIBILITIES
- Conducts meetings with plant staff personnel to communicate, coordinate and discuss plant operations including areas such as production, quarry, hazardous waste, maintenance, and special projects.
- Monitors, inspects and reviews all plant activities including production operations, maintenance activities and quality controls.
- Ensures production schedule corresponds with sales forecasts.
- Assists in investigating customer and quality problems and concerns.
- Meets with various government agencies and community groups concerning plant activities, specifically pertaining to compliance with environmental regulations, policies and standards.
- Prepares reports regarding plant production operations on a daily, weekly, monthly and/or annual basis.
- Attends RCRA training for waste-derived fuel activities.
- Affects job performance through motivation, goals and providing feedback.
- Promotes the safety program, compliance with safety standards, and participates in safety meetings.
- Establishes plant standards, short-term goals and long-term strategic plans regarding production, maintenance, and improvements.
- Discusses new products, equipment and ideas with staff and vendors.
- Analyzes plant costs and explores methods to improve productivity in a cost effective manner.
- Troubleshoots various problems and performance barriers as they arise.
Communication: verbal, written, good listener, able to make presentations to various levels of the organization
Problem Solving/Decision Making: able to be assertive in making decisions
Performance Management: setting clear expectations, provide timely feedback, holding people accountable, coaching, mentoring, relational
Technological: Computer – general word processing, spreadsheets, presentations, e-mail, internet, customized company programs. Able to use technology to develop a continuous improvement plan for the plant.
Vision: Able to communicate the companies vision into actionable goals and contributions for plant personnel.
Negotiation: Business and constructioncontracts
Professional:Networking – industry professionals, consultants, vendors, suppliers, regulatory, community
Health and Safety: Familiar with MSHA/OSHA regulations, safe work practices, hazard recognition
Environmental: Familiar with air, water, waste regulations
Legal: General business law and contracts
Quality: Fundamental understanding of cement chemistry, physical testing, and concrete performance
Technical: Cement manufacturing (crushing, grinding, pyroprocessing, chemistry). Familiar with the following types of system: computerized maintenance management, data acquisition, compliance management, data management, High Level control, and PLC control
Bachelor’s DegreeRequired. Preferred disciplines, engineering, chemistry, or natural sciences. Business degree is acceptable. Professional Engineer designation also preferred.
Ten years experience in a cement or lime manufacturing facility with specific exposure to plant management responsibilities. Type of experience - cement or lime - depends on the specific type of plant with the position under consideration.
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.