The Large Power Systems Division (LPSD) is part of Caterpillar’s Power & Energy segment. Through this global organization, Caterpillar designs and manufactures large (greater than 18 liters) diesel and natural gas engines, powertrains and key engine systems. LPSD products and solutions support customers across power generation, industrial, marine, oil & gas, rail, services and Cat® machine applications worldwide.
LPSD teams work across regions and function to deliver safe, reliable and compliant solutions that help solve our customers’ toughest challenges.
About LEC (Lafayette Engine Center)
The Lafayette Engine Center (LEC) manufactures the Cat 3500, Cat 3600 and C175 engines helping Caterpillar become the world’s leading manufacturer of off-highway diesel and natural gas engines.
The units built at LEC power mining trucks carrying ore to be processed, tugboats guiding ships to harbor, drill rigs tapping oil and gas reserves and generators bringing electricity to communities, hospitals and data centers
Job Summary
The Large Engine center has multiple openings for Manager, Production (Section Manager II). This role oversees and coordinates the activities of the production line, prepares schedules, resolves issues, and ensures adherence to safety and quality standards.
What you will do
Creating reports and records of production processes, tools issues performance, and inventory; sharing them with managers and providing suggestions to improve safety, productivity and quality.
Preparing, maintaining, and updating documentation related to operating procedures and safety and quality standards; ensuring all processes and products meet desired safety and quality standards.
Supervising and directing the daily activities of production lines workers, assigning tasks, ensuring coordination between different teams, ensuring their safety and monitoring their performance.
Training new hires, managing scheduling and work conflicts, monitoring safety, and promoting internal communication to create a culture of collaboration and continuous improvement.
What you will have
Performance Management: Knowledge of successful performance management techniques; ability to apply organization performance management systems, practices, and tools to develop and improve individual, team, and organizational performance.
Level Basic Understanding:
Demonstrates an understanding of performance management concepts.
Describes organization's performance management process.
Explains organization's core performance factors and ratings.
Participate in own performance review or performance checkpoint session.
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Level Basic Understanding:
Identifies issues and communicates with others when a decision needs to be made.
Names decision makers in own environment and cite examples of past decisions.
Describes types of decisions incumbent may and may not make in own job or function.
Effective Communications: Understanding of effective communication concepts, tools and techniques; ability to effectively transmit, receive, and accurately interpret ideas, information, and needs through the application of appropriate communication behaviors.
Level Basic Understanding:
Describes non-verbal behaviors that influence the interpretation of the message.
Cites examples of effective and ineffective communications.
Explains the importance of effective business communication.
What will put you ahead
Leadership experience in Manufacturing
Knowledge of Assembly operations and performance management
A history of delivering results through a series of roles with increasing responsibility.
Demonstrated ability to engage and inspire a team.
Previous supervisory or leadership experience.
Strong analytical ability.
Strong communication skills.
Candidates must attach an updated resume.
This Job Description is intended as a general guide to the job duties for this position and is intended for the purpose of establishing the specific salary grade. It is not designed to contain or be interpreted as an exhaustive summary of all responsibilities, duties and effort required by employees assigned to this job.
At the discretion of management, this description may be changed at any time to address the evolving needs of the organization. It is expressly not intended to be a comprehensive list of “essential job functions” as that term is defined by the Americans with Disabilities Act.
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