Continuous Improvement Manager

As a Continuous Improvement Manager at Fortune Brands Innovations, Inc., your primary responsibilities will include leading the Lean and Continuous Improvement transformation at the Larson Brookings site. This involves developing and executing improvement strategies, managing daily quality and process improvements, and implementing lean initiatives that align with corporate objectives. Additionally, you will mentor team members and lead Kaizen events to foster a culture of ongoing improvement throughout the organization.

To be considered for the Continuous Improvement Manager role at Fortune Brands, candidates should possess at least 3 years of experience in a manufacturing or supply chain environment, coupled with a strong background in Lean Manufacturing and project management. A bachelor's degree in Business Management or Engineering is preferred, along with Six Sigma Black Belt certification. Experience in implementing lean initiatives and cost reduction programs is also advantageous.

Fortune Brands supports Continuous Improvement initiatives by empowering its Continuous Improvement Manager to align improvement actions with corporate goals and objectives. You will be responsible for tracking and communicating performance metrics, conducting workshops, and creating improvement teams to drive operational excellence. This collaborative approach ensures that all team members are engaged and invested in the continuous improvement journey.

The salary range for the Continuous Improvement Manager position at Fortune Brands Innovations, Inc. is between $81,000 and $124,000 USD. Actual compensation may vary based on factors such as education, experience, and location. In addition to a competitive base salary, employees may participate in annual bonus plans or incentive programs.

Continuous Improvement Managers at Fortune Brands will enjoy a comprehensive benefits package that prioritizes well-being and flexibility. This includes robust health plans, a market-leading 401(k) program, product discounts, flexible time off, and inclusive benefits for fertility and adoption. The company strongly values diversity and inclusion, offering numerous resources to support these initiatives.

When developing a Continuous Improvement strategy, start by conducting a thorough assessment of current processes and identifying areas for improvement. Engage team members and stakeholders to gather insights and ensure alignment with organizational goals. Create a detailed action plan with measurable objectives, and be prepared to adjust your strategy based on feedback and results.

Certainly! In a previous role, I led a Lean initiative focused on streamlining the production process. By organizing a series of Kaizen events, we engaged employees to identify waste and inefficiencies. We implemented Just-In-Time inventory practices, which reduced our lead times by 20%. It was successful due to strong team collaboration and continuous tracking of improvements.

I frequently use tools such as Six Sigma methodologies, value stream mapping, root cause analysis, and the Plan-Do-Check-Act (PDCA) cycle. Additionally, I leverage software applications for project management and data tracking to ensure that we are making informed decisions based on real-time metrics.

Engaging team members in Continuous Improvement involves fostering an inclusive culture where employees feel valued and heard. I encourage participation through hands-on workshops, regular brainstorming sessions, and by recognizing their contributions. I emphasize the importance of communication and feedback throughout the process to maintain buy-in and motivation.

Key metrics for measuring Continuous Improvement success include process efficiency, quality control rates, cost savings, and employee engagement levels. Tracking these metrics allows us to assess the impact of implemented changes and identify further improvement opportunities.

In a previous role, I faced resistance when introducing Lean practices. To overcome this, I held open forums to discuss concerns, provided training sessions to demonstrate the benefits of change, and highlighted quick wins from initial improvements. By involving skeptics in the planning process, we were able to create allies and gradually shift the culture towards acceptance of change.

To ensure alignment, I regularly communicate with executive leadership to understand corporate priorities. I establish metrics that align with these objectives and embed them into our Continuous Improvement projects. This alignment is critical for gaining the necessary support and resources to drive initiatives successfully.

I utilize structured problem-solving techniques such as the 5 Whys, Fishbone diagrams, and Failure Mode Effects Analysis (FMEA). These methods help identify root causes and enable us to address issues effectively rather than just treating symptoms.

Handling conflict requires active listening and empathy. I encourage open dialogue to ensure all parties feel heard and respected. I focus on data-driven discussions to steer conversations towards common goals and shared objectives, helping to mediate and resolve conflicts effectively.

Training and development are key components of a successful Continuous Improvement culture. Providing team members with the necessary training not only equips them with the skills needed to identify and implement improvements but also empowers them to take ownership of projects. Ongoing development ensures that our workforce remains agile and responsive to change.