Manufacturing Department Manager - Oxford, NC in 3212 KNOTTS GROVE ROAD ,OXFORD,NC at Clayton Home Building Group

Date Posted: 1/5/2020

Job Snapshot

Job Description

Manufacturing Department Manager - Oxford, NC

Clayton Homes, a Berkshire Hathaway company and the nation's leading housing provider, is a vertically integrated housing company that builds, sells, and insures affordable housing. Our commitment to creating a World Class Customer Experience is unparalleled in the housing industry and we believe it begins with a World Class Team Member Experience. From entry-level to more experienced positions, we're actively recruiting individuals who are passionate, positive, and eager to learn. We then equip you for success, whether you're in the office, in the field, or on the floor. As a member of our team you'll enjoy excellent benefits, opportunities for growth, and an encouraging culture that supports work / life balance.

The Home Building Group is actively searching for a Department Manager to join the team at our Oxford, NC facility.

SUMMARY:

The Department Manager (DM) reports to the Production Manager and in specific instances to the Assistant Production Manager. The General expectations of this positions is to utilize the SERVANT LEADERSHIP (see page 3) approach to COACH and MANAGE the activities of assigned production departments with focus on the following on Safety, Communication, Quality, Productivity, and Housekeeping.

RESPONSIBILITIES:

SAFETY

Enforce Clayton Oxford’s “safety first, safety always” culture by adhering to and enforcing the following:

  • General PPE and Department-specific PPE.
  • Steps and Cone usage.
  • Hitch locks.
  • Lock-out / tag-out.
  • Hazard prevention.
  • Participate in Safety training meetings as requested for continuous education on new guidelines.
  • Conduct routine tool and equipment safety inspection as required.
  • Be a first responder.

COMMUNICATION

  • Provide meaningful and engaging Morning Huddles.
  • Know each member of your team’s personalities, opportunities and strengths.
  • Greet Homebuilders by name.
  • Learn about them as a person and respectfully take interest in their personal situation.
  • Check-in regularly throughout the day (but refrain from taking task that are not for a DM).
  • Celebrate wins.
  • Personalize your connections with thank you cards/ birthday cards, etc.
  • Own green hat’s onboarding experience. You are responsible for selecting, evaluating, and retaining your team members.
  • Communicate the significance of the data on Communication Center slides daily during tailgates.
  • Coach, correct, and counsel team members. Utilize the progressive discipline documentation system appropriately.

QUALITY

  • Read and check off orders as built.
  • Ensure traveler is signed correctly.
  • Become an expert in our /Q/ Management Program and promote absolute quality behaviors.
  • Enforce the Absolutes of Craftmanship.
  • Enforce the “Zero Defect Hand-off” program. All defects must be addressed in station.
  • Ensure defects are corrected by the root Homebuilder to teach and eliminate repeat occurrences.
  • Conduct routine material inspections and material requests to avoid shortages and building defects into the home.
  • Participate in Quality training opportunities as requested for continuous education.

PRODUCTIVITY

  • Read all orders and review prints – plan & prepare your team for successful runs the day before.
  • Empower team members by delegating strength-based tasks. Teach and Coach; don’t do the work.
  • Enforce “Move with Purpose” philosophy to hit line rolls consistently.
  • Promote a spirit of teamwork within and across departments. We win as a team; we lose as a team.

HOUSEKEEPING

  • Ensure clean department(s) before, during and after work using 5 min clean-ups. Do not leave until your team has the area “Clayton Oxford Clean”.
  • Involvement in ISO14001 initiatives (recycling program).
  • Tool lockers and TL work stations must be “Clayton Oxford Clean” and organized.

SKILLS, KNOWLEDGE, AND ABILITY:

  • Computer Skills. Proficient in the use of laptop/iPad; MS Office software knowledge, required.
  • Language Skills. Ability to read and interpret documents such as policies, safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of peers or team members.
  • Mathematical Skills. Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
  • Reasoning Ability. Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

OTHER

  • Rules and Regulation. All employees must adhere to all safety rules and regulations required by local, State and Federal authorities, wear the appropriate personal protective equipment necessary to perform the job in a safe manner and will follow all safety rules per the Company’s Safety Policy.
  • Physical Demands. The physical demands described here are representative of those that must be met by an employee to successfully perform 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 regularly required to sit and talk or hear. The employee is frequently required to stand; walk; use hands to handle or feel; reach with hands and arms and stoop, kneel, crouch, or crawl. The team member must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision.
  • Work Environment. The work environment characteristics described here are representative of those that a team member will encounter while performing the essential functions of this job, but frequent visits to our production plant will happen, requiring personal protective equipment. 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 outside weather conditions. The noise level in the work environment ranges from moderate (office/training room) to most frequently loud (production plant).

EDUCATION AND QUALIFICATIONS

  • Education. Unless grandfathered, High School Diploma or GED, required. Four-year degree in management or related field, preferred.
  • Leadership. Demonstrated clear leadership attributes above and beyond normal job requirements.
  • Demonstrated positive influence with others. Promote pride in everyone for their role in the team.
  • Exemplary attendance. To be successful in this position, must be willing to establish an aggressive action plan, objectives and goals, which will require that time availability matches the requirements of this role. 
  • Good Judgement. Good judgement and commitment towards goals is expected.
  • Exemplary performance. Clear record of corrective action.
  • Together Everyone Achieves More. Contributes ideas during team meetings. Is not afraid of healthy competition. Does not let groupthink influence his/her independent thinking. Actively thinks that the good of the team must take precedent from self. Once team agrees on a path, he/she buys in and moves forward.

SERVANT LEADERSHIP

Servant leadership encompasses leaders serving and empowering their employees to be efficient and effective within their roles while maintaining a positive sense of wellbeing. Authors have argued that servant leaders are not only more highly regarded than others by their employees, they feel better about themselves at the end of the day and are more productive as well. Here 19 key attributes of a servant leader:

  1. Sells instead of tells. Bringing people on-board with your reasoning is critical in having your team listen to you.
  2. Openness. In too many organizations it is accepted that the truth is not told, or is actively hidden, from employees. By keeping them informed on all decisions that may affect them, you are far more likely to maintain their buy-in and trust.
  3. Helps people with life issues. The servant leader will look to improve the wellbeing of his team by looking out for them and by helping them use company policies and benefits to their home life benefit.
  4. Commitment to the growth of others. This is one of the key components to servant leadership. By helping your employees grow and develop they become better at their jobs while also growing in confidence and developing as people.  This in turn helps organizations to become more effective and ultimately profitable.
  5. Empathy. Having empathy means that you can relate to your team and understand what their needs are.
  6. Awareness. Having an all-round awareness of the business and needs of the people is required to be able to understand how to best serve them.
  7. Ability to listen. Being able to listen to the needs and wants of employees is critical in fostering a positive relationship.
  8. Foresight. By learning from past experiences and outcomes, servant leaders can utilize foresight to best guess how scenarios will play out.
  9. Stewardship. Servant leaders consider themselves to be the steward of an organization, rather than an owner or director.  They may be holding it to pass on to future generations or in trust for society at large.
  10. Think you, not me. Servant leaders are aware that ultimately it is not about them, but about the people and the organization.  As such, they will focus on others rather than themselves.
  11. Can build communities. Within their organization, the servant leader will try and build communities to engage employees.
  12. Values diverse opinions. Servant leaders will try and seek out a wide range of opinions before deciding.
  13. Cultivates a culture of trust. Trust is crucial in servant leadership.  In order that they may best be able to serve employees, it is important that employees know and trust the leader.
  14. The past is the past. It’s imperative that past mistakes and disappointments don’t cloud your judgement and vision moving forward. Be prepared to let go of the past and look to the future with clarity.
  15. Develops other leaders. By serving others, other leaders will begin to merge.  By embracing this possibility rather than rejecting it, the servant leader can build trust with others and develop both employees and his organization.
  16. Encourages. Encouragement is one of the key themes to servant leadership.
  17. Thinks long term. The servant leader will be considering the future of the organization and who will be the employees of the future, today.
  18. Acts with humility. The servant leader knows that he does not have all the answers and when the time requires it, he will act with humility.
  19. Heals. Servant leaders will seek to heal broken relationships aware that once fixed, they are stronger than one that has never been broken.


3212 KNOTTS GROVE ROAD
OXFORD, North Carolina, 27565
United States

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