Factory Planning Manager

Job Benefits

• Bảo hiểm theo quy định
• Du Lịch
• Phụ cấp
• Xe đưa đón
• Thưởng
• Chăm sóc sức khỏe
• Đào tạo
• Tăng lương
• Phụ cấp thâm niên
• Chế độ nghỉ phép

Job Description

Capacity Maintenance

• Standard Lead-time: support the Planning Executive in negotiating with relevant heads of functions (e.g. sample room, CMD, Lab, cutting, presentation, etc.) to agree on standard lead-times that reduce the overall lead-time.
• Capacity Budgeting: participate in the capacity budgeting process and provide inputs to the budgeting process from a long term planning perspective as needed.
• Capacity Information: hold the relevant Immediate Employees (IEs) accountable for ensuring the accuracy and timeliness of the capacity information in M3 (PRD0088A/B).

Factory Capacity and Production Plans

• Upcoming Orders: regularly understand from M3 and CS Teams the upcoming orders which delivery dates are within a rolling 9 month period.
• Short Term Production Plan: hold relevant IEs accountable for developing and monitoring the short term production plan (Advance Production Plan, APP).
• Long Term Production Plan: based on the capacity information and upcoming order demands:
  • review all operations and manually fix errors as needed in the Fashion Planning Workbench (FPW).
  • re-schedule existing non-APP planned orders to suitable planning bucket based on changes to demands.
  • schedule new non-APP planned orders to suitable planning buckets.
  • review each planning bucket to ensure capacity utilization is maximized and adjust production plan as needed.
• Long Term Production Plan Adjustment:
  • run simulations on Factory peak and valley situations with 12 planning buckets (rolling 6 month period), and develop appropriate solutions to address the peaks and valleys, e.g.:
  • recommend to Managing Director and the Operations team to pre-produce confirmed orders or select orders for made-to-forecast (MTF)
  • recommend to Managing Director and the Production team to add overtime (OT) to increase capacity
  • recommend to Managing Director to sub-contract orders.
  • analyze the impacts of the solutions and determine the best proposal.
  • communicate the proposals with relevant heads of functions to ensure acceptance to the proposal
  • understand the differences between the proposal and previous FPWs, and review the proposal with HKPPC for approval.
  • release the long term order trend and dipping report with confirmed peak and valley solution to relevant departments.
• Production Status Monitoring: monitor pre-production and production status to quickly identify possible deviations from the plan. Work with CS and Operations teams to make the required adjustments to maintain ontime delivery.
• Sub-contractor Follow-up: follow up with sub-contractors on materials, semi-finished garments and finished garments delivery.

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 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)

Future Talent Pool

• Talent Pool Analysis: assess the future potential of Employees-one-Down (EoDs) in terms of future manpower requirements.
• Mentoring and Career Development*: establish mentoring relationship and career development programs with individual EoDs based on future manpower requirements, assessment of individual potential and individual interests.
• IE Successor Development*: identify and have ready for promotion minimum two potential successors for each
  IE where relevant and within agreed timeframe.

Job Requirements

• 5 years minimum working experience, 3 years experience in same position
• Ability to learn new systems, programs and methods
• Fluent in English
• Ability to multi-task many assignments and adjust priorities as business conditions change
• Nationality: Viet Nam