Automation Specialist

Job Benefits

• Bảo hiểm theo quy định
• Du Lịch
• Phụ cấp
• Xe đưa đón hàng ngày từ Hà Nội đi nhà máy
• Thưởng
• Chăm sóc sức khỏe
• Đào tạo
• Tăng lương
• Phụ cấp thâm niên
• Chế độ nghỉ phép

Job Description

Handling automation project, 1 subordinate

1. Process Automation

• Automation Opportunities: identify process automation opportunities based on analysis of all operational data from all areas with the support from Quality Assurance, Lean Manufacturing and Industrial Engineering teams. Automation opportunities include, but is not limited to situations such as:
  • Product quality is consistently a problem or consistently worse than planned.
  • Cycle times are inconsistent or very long.
  • Processes are manual and repetitive
  • Current equipment is expensive or over-spec for current processes
  • Current equipment delivers inconsistent results or high downtime.
• Automation Requests: review requests for automated machines, work-aids, and/or processes from relevant users (e.g. Garment Technologist, Sewing Garment Technician Supervisor, Sewing Supervisors, Lean Manufacturing, Industrial Engineering, etc.) to ensure the requests are reasonable. Seek advice from Continuous Improvement Director as needed.
• Automation Designs:
  
  • design, program, simulate, get approval for and produce automated machines, work-aids and/or processes, including but not limited to better jigs, fixtures, gages, folders, machines, handling equipment, etc., to address the automation opportunities identified.
  • work with internal and/or external subject matter experts to design and produce the automated machines and/or processes as needed.
• Implementation of Automations:
  • arrange for requisite planning and training to relevant associates to bring new solutions into operation.
  • follow up with the relevant associates to ensure the automation are being implemented and the promised results are being achieved. Take appropriate actions to address issues with the implementation.
• Continuous Improvements:
  • keep updated on the latest trends and developments in the area or process automation and leverage such knowledge to enhance the performance of the Factory.
  • provide feedback to the relevant Corporate functions and sister Factories to

2. Internal Customer Engagement*

• Internal Customer Expectations: identify internal customers’ key expectations from the Automation services.
• Service Delivery: hold the relevant direct reports accountable for building relationships and meeting the expectations of customers to create high customer engagement.
• Customer Buy-in: communicate and collaborate with internal customers to gain support for the Automation team’s initiatives.
• Continuous improvement: achieve year-on-year improvement in customer engagement.

3. Business Contribution of Automation

• Business Case for Automation: review the automation opportunities identified and requested and conduct analyses to ensure process automation proposals are economically viable.
• Return on Investments: follow up on the implementation of each automation to ensure the target return on investments is being met.

4. Managerial Leadership of Immediate Team

• Business Context: communicate the ‘bigger picture’ context in which IEs need to plan and execute work (e.g. world, country, industry, Group, customer and inter-departmental considerations.)
• Collaborative Teamwork: establish the process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level.
• IE Performance Management*: agree on SMART goals and assignments with each IE and provide continuous managerial guidance and feedback. Provide support for enhancing performance in the current role, conduct midyear progress reviews and determine year-end performance appraisal ratings.
• IE Development*: assess the strengths and development needs of each IE and coach him/her in developing their FSKs and MLCs in line with the Role Profile of his/her current job.
• Recognition and Reward: provide differential recognition and recommendations for reward incentives for IEs (pay, promotion, development opportunities.).
• De-selection: recommend re-assignment or termination of IEs where appropriate, supported by a fair ‘due process’ and structured performance improvement program.
• Appeals Process: provide an appeals process for employees one level down (EoDs) who have a grievance with his/her Immediate Manager (IM).

Working location: 70km far from Hanoi, Vietnam

Working time: Office hours from Monday to Friday

Job Requirements

• Have 3+ year of working experience in the same position in the garment field
• English Skills: Daily communication