Continuous Improvement Engineer

Duties: Identify opportunities, define and financially justify projects, facilitate project teams, and manage team activities. Model, teach and implement workplace organization, standardized work, continuous flow, problem solving, and JIT production tools including Value Stream Mapping, lead-time reduction, set-up time reduction, and process flow improvement. Devise efficient systems that integrate workers, machines, materials, and information using Industrial Engineering concepts. Develop analytical tools and reports, determine process performance baselines, maintain process performance measurements, and statistically analyze metrics to identify areas for process improvement. Create and implement best practice Lean vision, strategy, policies, processes and procedures to aid and improve operational performance. Lead Workplace 5S development and provide follow-up activities to drive improvement. Develop best methods using TWIs like JM (job method), JI (job instruction), and JR (job relations). Maintain and improve OEE systems.

LOCATION: AFL Telecommunications, 112 Hidden Lake Circle, Duncan, SC 29334

REQUIREMENTS: Bachelor's degree in Industrial Engineering, Mechanical Engineering, Systems Engineering, or closely related field of study and at least three (3) years of experience as a Continuous Improvement Engineer, Industrial Engineer, Manufacturing Engineer, or closely related occupation.

SPECIAL SKILLS: Also requires three (3) years of experience in the following:

• Industrial Engineering concepts;
• Lean manufacturing;
• Project Management; and
• EHS and quality systems.

CONTACT: Send resume to Ryan Burns at [email protected] and reference job title and location.

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)