• Business Optimization & Strategy: Evaluate team performance based on operational efficiency, reliability and quality metrics and take corrective action where appropriate, focusing on process adherence and data integrity. Identify continuous improvement opportunities and drive adoption of process changes through effective collaboration and expectation setting.
• Operational Effectiveness: Provide direct leadership over crew effectiveness, quality and productivity. Maintain a continuous presence in the work environment and assist in removing barriers with pre-requisites, materials, stakeholder, and other issues. Ensure correct crew composition and skills are in place to meet operational, reliability, customer and financial objectives. Assist in preparing resource forecasts and providing input to longer-term work plans.
• Talent Management: Recruit talented employees, participate in workforce and development planning efforts, establish clear expectations, and effectively and manage performance. Provide training, coaching and oversight and drive employee engagement. Effectively represent the organization in bargaining unit discussions, grievances, corrective actions and development.
• Relationship Management: Build and maintain effective internal and external relationships with areas that support Operations. Provide strong working knowledge of necessary systems and resources to assist employees, other work groups, and/or customers and stakeholders. Enable crews to provide solutions to issues and improve customer/stakeholder satisfaction.
• Safety/5S Culture: Provide visible safety/5S leadership and actively contribute to the creation, implementation, and continuous improvement of a strong, sustainable safety/5S culture in

Manages a business unit with major organizational impact.

• Performance is assessed through a combination of long-term strategic results achieved, short-term operational results and on individual decisions.
• Decisions significantly affect the success of function goals, greatly impacting financial stability.
• Solely responsible for a functional area at the division/unit level. Broad business background with strong skills and experience within a functional area.

Supervisor Responsibilities 

• Directs the planning, organization, and controls for a major corporate functional area or business unit.
• Responsible for a mix of direct and matrix reports.
• Determines, monitors and reports on staffing levels, utilization and deployment of human resources within area of responsibility.
• Identifies key positions within area of responsibility and works with executive team and HR to develop effective succession plans.
• Approves subordinate's recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination.
• Effectively recommends same for direct reports to next level of management for review and approval.
• Provides guidance and leadership to staff in areas of staffing, selection training, development, coaching, mentoring, measuring, appraising and rewarding performance and retention of key contributors.
• Leads by example and models behaviors that are consistent with the company's values.

• 5+ years of direct experience in motor and/or generator parts/equipment distribution or 10+ years of related experience

• Develops business plans that consider longer-term activities, issues, problems or

  opportunities.

• Develops a strategic direction that connects the role of the team to the to the success of Shermco.

• Understands and promotes Shermco’s business needs and policies for introducing change.

• Uses a variety of means to communicate the organization’s needs and strategic directions.

• Identifies and creates opportunities to initiate new connections that will facilitate the achievement of strategic goals within own area.