Continuous Improvement (CI) Coordinator

Description

Wheeler Machinery in Salt Lake City, UT is seeking to hire a Continuous Improvement (CI) Coordinator to coach, teach, and mentor frontline employees and leaders on CI methodology. This role will help build an engaged culture that solves problems. Will work with Technicians, Team Leads, and Supervisors to instill the CI mindset by conducting, facilitating, and mentoring problem solving activities, trainings, supporting the CI card system, and hands-on learning of various sizes and complexities. The CI Coach will spend most of their time out at the Gemba and will use various Lean and Wheeler tools (e.g. the CI cards system) to foster engagement, energy, and sustainability of the Wheeler Way Forward.

Duties and Responsibilities:

• Support implementation of the Wheeler Way Forward Strategic Framework.
• Mentor frontline employees to help them drive change in their work areas to improve key business indicators and simplify operations
• Continually coach employees in the use of continuous improvement tools to solve problems and build a continuous improvement culture.
• Support and drive CI cards system by providing recognition and coaching of participants
• Lead and coach problem-solving activities.
• Teach training courses to build continuous improvement capabilities.

Qualifications:

• Unwavering commitment to working safely
• Bachelor’s Degree or equivalent
• Minimum 2 years of full-time CI role experience
• Proficient with application of Lean tools (people development, mapping, problem solving methods, standards, 5S, error proofing, daily management, KPIs).
• Excellent communicator with strong interpersonal skills; comfortable in front of groups comprising employees from all levels

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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).