Talent Viet

Our client is a global Textile & Garment manufacturer.

Report to: Factory Manager (Expat)

ROLE PURPOSE:
•    within the context of the Factory operating plan, to provide managerial leadership to the Production Unit team (sew to pack) / (cut to pack) to create a conducive working environment and make optimum use of resources to produce garments that meet the customers’ quality, timeliness and quantity specifications, within the Plant’s cost and performance expectations, and within all applicable country, customer and Plant policies and codes of conduct.

KEY ACCOUNTABILITY AREAS:
1. Production Preparation
•    Pre'Production  Preparation
•    Setting  Production  Targets
•    Line  Loading
•    Production  Inputs   

2. Garment Production  
•    Production Monitoring
•    Continuous  Improvement

3. Garment Quality
•    Quality Mindset
•    Quality Monitoring
•    Quality  Inspection

4. Cost Savings
•     Sub'Materials:    Establish  processes  for measuring  sub'materials  wastage  and  work  with  Production  team  to implement actions for reducing wastage.
•    Energy:  Collaborate with Facilities team to identify and implement actions for reducing energy consumption.
•    Excess Cost:  Identify opportunities to minimize excess cost by production process improvement.
•    Consumables:   Collaborate with Finance and Purchasing  teams  to  identify and  implement actions  for  reducing consumables cost.

5. Conducive Work Environment
•    Production Safety
•    Compliance

6. Operator Engagement*
•    Operator Expectations
•    Effective Working Relationships
•    *Definition of engagement: Having captured the production operators’ “hearts and minds” so that the production operators  consistently  speak  positively  of  the  Production  team,  have  a  clear  desire  to  be  work  and/or  be associated with  the Production  team, and exert extra effort  to contribute  in some way  to  the Production  team’s success.

7. Managerial Leadership of Immediate Team  
•    Business Context
•    Collaborative  Teamwork
•    Direct Report Performance Management
•    Direct Report Development
•    Recognition and Reward
•    De'selection
•    Appeals Process
•    *Note:   Manager accountable  for: 1) coaching direct  reports  to  improve  their performance and  their abilities  in their  current  job, 2) assessing  future potential of employees one-level down  (reporting  to  the manager’s direct reports)and mentoring  them   in  terms of  their career development  for  future roles, 3)  identifying and developing successors for their direct reports.

8. Alignment with Core Values and Culture  
•    Personal Alignment: Understand and personally commit to the Group’s core values and culture.
•    “Walk the Talk”: Lead by example and behave consistently with the Group’s core values and culture.
•    Reinforcement  and  Support:  Communicate  and  visibly  use  the  Group’s  core  values  as  guidelines  for  daily decision making. Support Group initiatives to reinforce the core values and culture.
•    Coaching: Coach direct reports to behave consistently with the Group’s core values and culture.

9. Personal Effectiveness  
•    Assessment:    Take  accountability  for  self'assessment  of  how  to  improve  own  personal  effectiveness  in  the current role.  
•    Feedback:  Ask for feedback regarding personal effectiveness from relevant parties.
•    Development Plan:   Pro'actively discuss ways  for  improving personal effectiveness with direct manager. Seek opportunities  for  learning and growth. Participate  fully  in development opportunities provided by  the Group and consciously apply the learning from the development programs.