Plant Manager (Protective Coatings)

• ◆Ensure the safety of all employees and compliance with all aspects of EHS and state and federal regulations.
• ◆Oversee all areas of operation, continuous improvement, and EHS programs.
• ◆Manage facility operations budgets, expenses, and systems to meet or exceed AOP targets.
• ◆Lead continual improvement of safety/environmental, quality, manufacturing, equipment upgrades, plant administrative functions, and personnel policies.
• ◆Ensure production is met within budget; develop and implement action plans to improve operational efficiencies and drive continuous improvement.
• ◆Identify and analyze KPIs to help improve results.
• ◆Facilitate and lead the development of procedures and systems specific to meeting customer needs and satisfaction, including timeliness and delivery of goods and services.
• ◆Oversee hourly employee relations, including hiring, training, and scheduling.
• ◆Facilitate and lead safety training, investigations, and positive preventative behavior.
• ◆Be accountable for plant performance and results by adopting and executing the business unit’s plan — including business, production, operational, and strategic priorities.
• ◆Provide direct and indirect training for staff in leadership, function, and career development.
• ◆Report all challenges and plans to resolve project discrepancies to the General Manager.
• ◆Develop and build teams by encouraging and building mutual trust, respect, and cooperation among team members; identify potential in personnel, sponsor, mentor, and ensure development.

• ✓Bachelor’s degree in engineering, business, or a related field, or equivalent work experience, required.
• ✓6 years of experience in leadership roles, with a minimum of 3 years in a manufacturing or related environment; direct operational supervisory experience required.
• ✓2 years pipe and/or coating industry experience preferred.

### Skills and Abilities

• ✓Thorough understanding of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods.
• ✓Experience applying LEAN Manufacturing, Six Sigma, and 5S principles.
• ✓Ability to coach and mentor employees one-on-one as well as in groups.
• ✓Strong decision-making and problem-solving skills.
• ✓Excellent verbal and written communication skills; ability to communicate at all levels of the corporation.
• ✓Computer literate with intermediate knowledge of Microsoft Office (Word, Excel, PowerPoint, Teams); SAP experience a plus.
• ✓Knowledge of business and management principles involved in strategic planning, resource allocation, leadership technique, and production methods.

### Company Culture

At LB Foster Company, our culture reflects our passion for integrity, accountability, and safety. We have a long history of providing a safe workplace for our employees, striving to be good stewards of the environment, and establishing strong and respectful relationships with our customers and communities. These fundamentals have provided the foundation upon which we have managed our business for more than a century. We continue to strengthen our culture with a focus on SPIRIT: Safety, People, Integrity, Respect, Innovation, Teamwork.

### Core Competencies

Safety · Teamwork · Communication · Customer focus · Integrity & trust · Continuous improvement · Strategic agility · Accountability · Planning & organizing · Critical thinking · Change management · Project management

### Benefits

• ✓Medical, dental, and vision benefits the first day of the month after hire
• ✓Market-leading 401(k) program with company match, no vesting period
• ✓10 paid holidays per year and vacation accrual plan
• ✓Paid Parental Leave
• ✓100% tuition reimbursement
• ✓Career development and advancement opportunities

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))

• ✓Preferred: Associates: .UNSPECIFIED
• ✓Preferred: Bachelors: .UNSPECIFIED
• ✓--

_This job was found on [bandana.com](https://www.bandana.com/?utm_source=jd_attribution&utm_medium=repost)_

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