Site Quality Manager
- Chicago, IL
We are people against dirty, a growing house of brands that includes method, ecover, babyganics, and coming soon...mrs. meyers clean day. We've always done things differently – we’re fearless thinkers, mad scientists and adventurous designers who believe that making soap leads to brave ideas, bold inventions and beautiful bubbles. We started small, but we’ve got big plans to make the world a cleaner, greener, more colorful place. And we invite everyone to join us as we pioneer a future where doing business is doing good for all.
THE ROLE
This full-time position is based in Chicago and reports to the Quality Director. This role is responsible for implementing and leading site Quality Program. This role will spend considerable efforts in establishing quality policies, principles, and processes for manufacturing facility. As Site Quality Manager, this role will train and lead a team of direct reports to support site quality activities. This role will also be responsible for managing line/product qualification, CAPA system, validations, document control, internal audit, quality control, and continuous improvement activities. The candidate must be a self-starter who can utilize their background to work cross-functionally to build a culture of quality. Candidate will be expected to take ownership and drive for results to resolve systematic problems.
AREAS OF RESPONSIBILITY:
- Build, implement, train and manage; site quality system activities such as CAPA system, Internal Audit Program, Validation Program, Quality Control Program, Document Control Program, and other such quality systems as necessary
- Author SOP’s, Work Instructions, Forms, and other documents as necessary
- Implement and utilize quality management tools such as Fish Bone, 8D, DMAIC, SPC, FMEA, Control Plans, Error Proofing, etc; to drive reduction in NCR’s
- Develop quality metrics and coordinate quality data collection; presenting and leading management review
- Manage and correspond with raw material suppliers to drive down non-conformance events
- Develop a culture of quality, successfully developing team capabilities to support site needs. Work cross functionally with department leaders to implement quality into processes and reducing inspection requirements
- Drive a culture of Continuous Improvement by leveraging tools such as 5S, Value Stream Mapping, TPI, and Standard Work
- Lead Lean efforts to improve standard work efficiency and improve quality
- Lead and participate as needed in internal and external audit program
QUALIFICATIONS:
EXPERIENCE:
- 7-10 years of progressive quality experience in CPG, Pharma, OTC, Med Device, or other ISO/FDA regulated industries
- Proficient understanding of regulated quality management system and quality tools
- Demonstrated development and ownership of key quality programs and processes
- Solid understanding of Chemistry, Statistical Analysis, MiniTab (or other statistical software), Manufacturing Processes, Lean, Continuous Improvement, Root Cause Analysis, DMAIC, and FMEA
- Experienced in change management and implementation of quality programs
REQUIREMENTS:
- Ability to work on a weekend rotation as needed
- Ability to work with minimum supervision to root cause problems and build quality programs/processes
EDUCATION:
- Minimum undergraduate degree in physical sciences, engineering (or equivalent)
- Six Sigma Certification Preferred
- ASQ/ISO Certification Preferred – CQE/CMQ
PAD PERKS:Our values are at the heart of everything we do.
Here are a few of the ways weCare like a Motherfor every person against dirty:
- Rockstar health insurance benefits package
- Jollydays: competitive vacation bundle
- Generous retirement match + pre-tax savings options
- 3 Care Days (a.k.a. Volunteer Time-Off) a year, to be a force for good
- Global Ping Pong Tournament + Prom...you heard that right-- let's dance
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)
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