Minnesota Manufacturing Jobs

Job Information

Otter Tail Corporation QA ISO Manager in Detroit Lakes, Minnesota


Company Overview:

BTD is a fast growing metalworking company. We provide custom metalwork services for some of the world’s top brands. Our 1100+ employees work from four facilities throughout the Midwest and Southeast. We invest in our people, our equipment, and our facilities to offer our clients the best value possible. We are also a wholly-owned subsidiary of Otter Tail Corporation, a publicly traded company on NASDAQ.

Summary: Coordinate all aspects of the Company’s quality assurance program to include developing and administering the program and facilitating change throughout the organization. Work to balance the quality assurance program with meeting or exceeding internal and external customers’ needs and expectations to ensure cost, quality and delivery consistent with Company goals and profitability levels. Role priorities include strategic planning, process improvement, employee relations and problem resolution. The Quality ISO Manager functions as a member of the leadership team and interacts extensively with employees and other departments in order to create a work environment in which skilled and motivated employees can fully contribute to the success of the business.

Safety is #1 at BTD: Our expectation is that every employee: 1) Strictly follows safety policies, rules and safe work methods. 2) Promptly corrects or reports safety hazards or unsafe conditions. Promptly reports injuries for prompt diagnosis and treatment. 3) Makes regular suggestions for safety process improvements to support continuous improvement in safety.

Essential Functions:

  • Develops the Company’s current quality program within the guidelines of the quality system through documentation, training and implementation.

  • Assumes responsibility for Company’s compliance with the current Maintains and develops BTD’s compliance to ISO 9001:2008 or relevant ISO certification.

  • quality system.

  • Coordinates detailed quality planning with other staff and department managers.

  • Develops implements and ensures compliance with all Company quality procedures and directives.

  • Ensures timely reporting of all quality issues.

  • Prepares quality assurance presentations to management, staff and customer representatives.

  • Develops a quality-oriented attitude in all employees through quality programs.

  • Utilizing engineering experience and knowledge, assists in accomplishing projects.

  • Assists the department supervisor(s) in the maintenance of appropriate levels of labor, the general conformance with employee rules, the issuance of warnings and the administration of disciplinary measures when necessary. Participates, as necessary, in internal programs, such as communications, PTO schedules, job evaluation, employee performance reviews, wage administration, etc.

  • Maintains professional and technical knowledge by attending educational workshops and seminars; reviewing professional publications; and establishing personal networks.

  • Provides the department supervisor assistance in the development and updating of departmental policies and procedures.

  • Remains accessible to employees in order to address questions and concerns.

Leadership Responsibilities:

  • Establishes performance standards, monitoring employee performance and focusing the Department’s attention to areas of opportunity to maximize performance.

  • Maintains ethics and integrity congruent to the Company’s mission and values.

  • Assists in the development of personnel through positive reinforcement and coaching techniques.

Responsibilities include hiring, planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaints and assuring problems are resolved; developing leadership in all people

Education, Experience and Skills Required: Bachelor’s degree in business administration, management, engineering or related area and/or minimum of six (6) years’ directly related experience in manufacturing/quality management to include the following skills and abilities:

  • Strong working knowledge of manufacturing quality procedures, principles and methods to

  • Include the International Quality Standard (ISO) 9000.

  • General knowledge of product costing, internal accounting controls, and financial analysis of revenues and expenditures.

  • Ability to operate general office equipment including manufacturing/production applications and financial spreadsheet and word processing applications on a microcomputer.

  • Management: the ability to organize and manage multiple priorities.

  • Strong inter-personnel skills in order to interact with many cross-functional teams to accomplish the Company manufacturing function.

  • Problem analysis and problem resolution at both a strategic and functional level.

  • Quality orientation and attention to detail.

  • Possess ability to adapt to a high rate of change environment.

  • Decisive leadership and management style, executive presence, knowledge and a practical understanding of the financial aspects of business. Evidence of strong ethical and moral character and high work ethic standards.

  • Strong communication skills, both oral and written, and effectiveness in expressing complex manufacturing concepts in laymen’s terms. The position requires the ability to relate with all personnel.

  • Must be flexible with a willingness to perform the jobs personally as well as through delegation or interaction with others.

  • Ability to work with minimum direction but will understand the importance of clear and effective communication with the COO, leadership team and others with whom, the position interacts.

  • Possess inherent traits such as initiative, high energy, creativity, teamwork and positive attitude.

  • Must possess the willingness to live the BTD Values, understand and articulate the BTD Mission and work diligently toward the BTD Vision.

Factor I –Leading the Business

Sound Judgment – Makes timely decisions; readily understands complex issues; develops solutions that effectively address problems.

Strategic Planning – Develops long-term objectives and strategies; translates vision into realistic business strategies.

Leading Change – Supports activities that position the business for the future; offers novel ideas and perspectives.

Results Orientation – Aligns resources to accomplish key objectives; assigns clear accountability for important objectives.

Global Awareness - Leads the organization in understanding international issues; tracks global trends and world events.

Business Perspective – Understands the perspectives of different functional areas in the organization; has a firm grasp of external conditions affecting the organization.

Factor II – Leading Others

Inspiring Commitment – Motivates others to perform at their best.

Forging Synergy – Maintains smooth, effective working relationships; promotes effective teamwork.

Developing and Empowering – Offers constructive feedback and encouragement; delegates work and encourages individual initiative.

Leveraging Differences – Works effectively with people who differ in race, gender, culture, age, or background, leverages the unique talents of others to enhance organizational effectiveness.

Communicating Effectively – Express ideas clearly and concisely; disseminates information about decisions, plans, and activities.

Interpersonal Savvy – Understands own impact on situations and people; accurately senses when to give and take when negotiating.

Factor III – Leading by Personal Example

Courage – Acts decisively to tackle difficult problems; perseveres in the face of problems; takes the lead on unpopular though necessary actions.

Executive Image - Communicates confidence and steadiness during difficult times; adapts readily to new situations.

Learning from Experience – Reflects on and learns from experience; understands own weaknesses and how to compensate for them.

Credibility – Acts in accordance with stated values; follow through on promises; uses ethical considerations to guide decisions and actions.

The qualifications listed above are guidelines. Other combinations of education and experience could provide necessary knowledge, skills and abilities to perform this job.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee is occasionally

required to stand; walk; sit; use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee may be exposed to weather conditions. The noise level in the work environment is usually moderate.

(EO/AAMet/Disability Employer)

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)