Project Manager, Launch​/Wheel End

The Project Manager (Launch/Change) - Wheel Ends will provide support for all products and purchased product, for the North American Wheel Ends group. This role is responsible for collaborating with peers in engineering, sourcing, quality, customer service, plant materials and operations from inception through production launch/change and deviation. This is a critical role to ensure all internal constituents are working toward the same goal and managing communication and changes to product.

This role is based in our Head Office location in Vancouver Washington (optional location of the Monroe or Monterrey facilities).

Essential Duties and Responsibilities:

• Leadership and execution of metals product launch/change management to ensure cross-functional alignment and communication, tracking toward launch milestones, customer approval/notification, materials forecast and overall readiness with the goal of 100% stakeholder satisfaction.
• Provide management of the processes. Support with systems to build/maintain and communicate product launch/change plans and track the deliverables, milestones, risks and dependencies from the cross functional team.
• Advocate for all stakeholders throughout the release cycle to supply the support needed to succeed.
• MRP Forecast oversight to include general system updates as well as launch/change specific updates.
• Integration of workflow and process within Product Life Cycle (PLM) software. Maintenance and coordination within PLM as needed.
• Continuously benchmark key processes through the development of KPIs and implement improvement plans to create best-in industry systems.
• Support in process enhancement for the Purchasing/Supply Chain group.

Education and Experience:

• A Bachelor’s degree from an accredited college or university.
• A minimum of 5 years of experience in a supply chain, engineering, or operations function in a widespread organization with multiple manufacturing sites.
• Demonstrated leadership skills.
• Project Management training and certification preferred, but not required.

Salaried Exempt Compensation & Benefits

• New hires generally start between $74,567 - $106,525.
• The full salary range for the position, across all geographies, is $74,567 - $127,830 per year. The upper portion of the salary range is typically reserved for existing employees who demonstrate strong performance over time. Starting salary will vary by location, qualifications, and prior experience.
• Targeted annual bonus is based on company performance to objectives during the fiscal plan year which runs from October 1 – September 30.
• Comprehensive employee benefits package, including medical/dental/vision coverage, life, and disability protection.
• Vacation plan – Con Met offers exempt employees a paid vacation benefit that provides the flexibility to take time off from work based on factors including good discretion, sound performance, and consideration of overall team and business needs.
• Paid sick leave up to 10 days (80 hours) per calendar year.
• Con Met offers an extremely strong retirement package:
  • ESOP - Participation (100% company paid) in the Con Met/Amsted Employee Stock Ownership Program (ESOP). The Company contributes 10% of considered compensation into this plan each fiscal year.
  • 401k - The Company provides a 401(k) Plan with a 4% employer contribution match.
• Ten paid holidays per year.
• Wellness reimbursements

Con Met provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state, or local laws (“Protected Characteristics”). Ensuring fair wages is an important Company value.

Accordingly, the Company will not pay wages to any employee at a rate less than the Company pays to other employees for work that is substantially equivalent and requires comparable skills unless a bona fide factor justifies a pay differential. The Company prohibits pay disparity based on Protected Characteristics or prior salary history. The Company prohibits retaliation against employees for discussing compensation.