Triumph Group

Position

We have an exciting opportunity for a Supervisor, Machining (Team Lead) to join our West Hartford, CT Team. The Team Lead is responsible to meet and exceed safety, quality, production, and delivery metrics in a production environment. The incumbent will directly supervise 15- 30 production employees working on the first shift in union manufacturing environment. The Team Lead will schedule shift production work and hold the staff accountable for meeting production expectations.

Responsibilities

Hire, interview, train, direct work, provide performance guidance, reward, and discipline employees when necessary. Address employee issues, troubleshoot, and resolve problems, analyze work orders, establish time estimates, and create production schedules that meet internal, and external needs and demands. Establish and/or adjust work procedures to meet production budgets, schedules and on-time delivery. Interpret specifications, blue prints, and job orders to lead production employees and assign duties. Plan the flow of materials through the department and develop the physical layout of equipment to respond to production demands. Direct staff in adjusting machines and equipment to repair products that fail to meet quality standards. Support the disposition of product to minimize production line down time. Develop, recommend, and implement measures to improve production methods, equipment performance, and product quality. Lead department initiatives to implement Continuous Improvements/Lean initiatives. Drive a work environment of increasing safety awareness, and supervise departmental Health and Safety Risk Assessments. This is a hands-on role supporting both OE and repair station assembly, and test operations requiring the selected individual to work with an FAA Repairman. Responsibilities include, ensure all parts/components removed from a repair station unit are routed to the applicable assembly cell, documented by a valid service and operation number, and the work scope is properly identified. Be responsible for the proper work execution of part tags attached to repairable, serviceable, or condemned parts. Also responsible to assure that all serviceable tags are installed on components and property annotated. Ensure all safety programs and procedures are performed during the assigned shift. Ensure proper material orders, amounts, and usage as well as cancel orders when an alternate repair has been found. Support repairman by preparing units and verifying the completeness of repair station work packages for repairman review.

Qualifications

Required Knowledge, Skills and Abilities: In addition to the key responsibilities outlined above, the successful candidate will have the following knowledge, skills, and abilities.

2+ years' production management experience. 2+ years' manufacturing engineering or production supervisory in a machining/manufacturing business Machining background/experience. Bachelor's degree in business, engineering or a technical field desired. Strong business acumen coupled with mental aptitude and motivation to learn new functions and expand areas of expertise. Manage all major issues in primary practice areas with minimal supervision. Demonstrate initiative and advanced interpersonal skills in team problem solving situations, relationship building and aligning with business goals. Ability and willingness to travel approximately 10%.

Desired Knowledge, Skills and Abilities: The following knowledge, skills or abilities are not required, but are highly desired to perform the team leader job function.

FAA experience. MS Office or equivalent, Project Management tools experience is a plus. Ability and willingness to travel. Lean Practitioner or other Continuous Improvement certification desirable Production/inventory planning/scheduling system (MRP,S P, Kanban etc.)

Benefits

Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options) Healthcare spending accounts Paid parental leave Paid/flexible time off in addition to paid company holidays 401(k) with company match Employee Stock Purchase Plan Disability and life insurance Incentives and performance-based rewards Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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).

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PI253568278