Cell Lead

About the role

The role of the Line Lead is to lead the line team to both set and achieve continuous performance improvement aligned with the site and market requirements. The Line Lead owns the performance of the line 24 hours a day, every day, and is responsible for developing the team, for implementing the integrated work system (IWS) operating standards, and for achieving the results for the lines.

Key responsibilities

Leadership

• The line lead needs to role model high standards when on the line or in front of the people.

This includes the following:

• • Complying with safety standards, all the time.
  • Focusing on eliminating the unsafe behaviour of people.
    • If no firm action is taken, and taken in a timely manner, on your part to both address and resolve the situation, this means you accept the unsafe behaviour in a passive way.
  • Focusing on eliminating unsafe conditions by developing an action plan to fix them in a sustainable way.
  • Demonstrating high good manufacturing practice (GMP) / housekeeping standards.
    • If you overlook the waste on the floor, so will your team. If you put tools on the floor, the team will do the same.
  • Making decisions in a way to sustain the foundation.
    • For example, challenging your people if their decision is to prioritize overall equipment effectiveness (OEE) / process reliability (PR) / mean time between failure (MTBF) over safety, quality, and integrity.
  • Maintaining equipment standards.
    • This point represents the capability of your people. Lack of basic conditions is the symbol of poor autonomous maintenance (AM) daily management system (DMS) execution, and a high OEE / PR with a low standard is the starting point of line performance deterioration.
  • Behaving as a line lead, anywhere.
    • People always look at you as a line lead, no matter where you are or what you do (in the office, cafeteria, smoking area, restroom, etc.).
• Driving daily management systems (DMSs) discipline as a result of Run-to-Target (RTT).
  • Driving the execution of the daily management system (DMS) work
    • Poor DMS execution means that your team is not doing the job.
  • Selecting DMS work that really delivers the results you need.

• Leading the team
  • Managing and inspiring employee performance and career direction, and driving employee retention and commitment.
  • Enabling the organization to both deliver better results and unleash employees’ potential via building capability.
  • Building and leading a strong team to perform at peak.

• Holding the team accountable
  • Developing the line team’s ability to deliver the results on a 7-day / 24-hour basis
  • Driving the line team’s development by providing day-to-day coaching, and by leveraging external capability development programs.

• Bringing external capability
  • Identifying where there is a gap in a result due to a capability gap, and bringing in external capability to fulfil the gap.
    • Do not hesitate to declare the gap and capability you need. If necessary, think about external capability outside of the site, and think big and globally. Remember that there are skills around the world that can help.

• Being a good citizen in the global community
  • Following global standards.
    • This is a key strategy to align with the rest of the organization.
  • Taking the global standard as an essence of the wisdom of advanced sites, rather than for the sake of the standard.

• Demonstrating leadership in a difficult situation
  • Recognizing that true leadership capability is tested in a difficult situation.
    • As in relation, for example, to your line and to your people.
  • Taking challenges as an opportunity to demonstrate leadership capability

Reporting Relationship

Depending on the complexity of the site, line leads can report to the operational area or operations manager.

The line lead receives additional coaching from autonomous maintenance (AM) teams, Progressive Maintenance (PM) Pillar resources, and site leadership.

About you

• Integrated work system (IWS) / high performance organization (HPO) training.
• First line leadership training and demonstrated leadership in the areas of operations, safety, and quality.
• Strong organizational and technical skills.
• Priority setting.
• Strong communication / coaching / training skills.
• Autonomous Maintenance (AM) Steps 0-4: can teach work point analysis (WPA) and understands line transformations.
• Ability to work with data and information.
• Familiarity with structured problem tools.
• Strong computer skills.

• Ability to influence technicians, maintenance leads, and process engineers as required.
• Ability to teach, coach, and develop others.
• Have on-the-floor credibility with the people doing the work.
• Ability to work with site leadership to create strategies to achieve the site goals.
• Have effective communication skills, including the ability to be an active listener, and also the ability to both positively confront and be assertive, when necessary.
• Have a passion for the work, and the drive and ability to help others see line losses.
• Be personally committed to the self-development required of the role.
• Have integrated work system (IWS) and operational experience and skills, or the ability to quickly build the skills required for at least the phase in which the plant or facility is currently working.
• Have had a line assignment in manufacturing, and the ability to operate equipment and to own an area or piece of equipment, as necessary.
• Possess a flexible mindset, e.g., a willingness to flow with the work, and to cover training and breaks, as required, to deliver the line key performance indicators (KPIs).
• Be willing to actively participate in planned stops and changeovers (COs), flowing to the work as required.

Barry Callebaut can offer you a challenging and dynamic international environment that includes a broad range of opportunities for personal growth and development. Apply for one of our interesting positions and start a great career in the wonderful world of CHOCOLATE. Barry Callebaut is an equal opportunity employer, committed to fair and accessible employment practices that attract and retain talented employees. Should you require accommodation during the recruitment process, please contact Human Resources at the Brantford site.