Description

Triumph Group

Based in Yakima, WA, Triumph Actuation and Landing Gear Systems designs, manufactures, assembles, tests, and provides MRO services for aerospace products and systems that include hydraulic actuators, hydraulic valves and manifolds, hydraulic fuses, and repeatable release holdback bars and employs more than 240 employees. Triumph Actuation Products and Services - Yakima is an industry leader in landing gear actuation, providing actuation components to every major aircraft manufacturer.  Triumph Actuation Products and Services - Yakima is also the sole supplier of the critical repeatable release holdback bars used for launching US Navy fighter jets from aircraft carriers. TRIUMPH has provided every holdback bar since the F-14. ​Yakima, Washington, is a vibrant city nestled in the heart of the state. Known for its rich cultural heritage, stunning natural landscapes, and thriving agricultural industry, Yakima offers a unique blend of urban amenities and outdoor adventures.  With its thriving wine industry, stunning scenic drives, and rich Native American heritage, Yakima invites visitors to immerse themselves in its diverse offerings and welcoming community, blending tradition with modern innovation. Responsibilities

Site Leader Yakima, Washington

 

The Site Leader is responsible for leading and optimizing the performance of Yakima's manufacturing and new product development operations. This role is pivotal in aligning operational execution with operating company strategy, driving continuous improvement, ensuring regulatory compliance, and cultivating a high-performance culture across the site. 

 

Essential Duties and Responsibilities: 
    Lead operational strategy across the Yakima facility to align with overall business plans, objectives and initiatives as part of the Actuation Landing Gear and Services (ALGS) Operating Company. 
    In conjunction with executive leadership, develop and execute annual and long-term strategic plans, policies, and procedures to drive growth, innovation, and profitability. 
    Coordinates manufacturing activities with all other functions of the organization and suppliers to obtain optimum production and utilization of human resources, machines, and equipment.
    Monitor and improve KPIs including throughput, quality, delivery, and cost.
    Oversee material requirements, planning to maintain optimal inventory levels, and ensure timely availability of components.
    Develop and manage operating budget, ensuring fiscal discipline and alignment with strategic goals. 
    Supports the transition of development products to full-rate production by working with Engineering and ensuring Design for Manufacturing (DFM) principles are integrated early and throughout development. 
    Lead end-to-end supply chain functions: demand planning, procurement, production scheduling, inventory control, and logistics.
    Establish and execute Productivity and Capital Expenditure plans.
    Drive cost-control initiatives and margin improvement strategies. 
    Foster a culture of safety, accountability, and employee development. 
    Identify talent gaps and implement workforce planning initiatives.
    Ensure compliance with industry regulations (e.g. AS9100, ISO9001 QMS, FAA, ITAR, ISO14001, etc.) as well as customer specific manufacturing and quality requirements.
    Achieve and maintain a thorough understanding of the site's product lines. 
    Maintain a high state of operational readiness of the facility, preventative maintenance and oversight and property upkeep. 

Qualifications

Leadership Requirements: 
    Strategic thinker with strong analytical and decision-making skills.
    Detailed working knowledge and understanding of lean manufacturing and continuous improvement and their importance of driving cycle time and cost out of products produced.
    Excellent oral and written communication skills.
    Proven change agent with the ability to lead through growth, transformation, or turnaround.
    Strong communicator with the ability to influence and collaborate across all levels of the organization.
    Deep understanding of cross-functional business operations including HR, IT, Finance, and Quality.
    Track record of building trust, driving accountability, and delivering results through empowered teams.
    Strong customer and vendor relationship management skills.

 

Key Knowledge, Skills and Abilities Required
    Bachelor's degree in Engineering, Business, Operations Management or related field (Master's or MBA preferred).
    Minimum 10 years of progressive operations leadership experience in aerospace or a highly regulated industry.
    Demonstrated success managing multi-site operations with 400+ employees.
    Expertise in aerospace manufacturing, MRO, or systems integration.
    Proficiency in Lean, Six Sigma, and ERP systems.
    Must be legally authorized to work in the United States without company sponsorship.

Position Pay Range:

$193,000 - $240,000/Annual.  

Hiring range and position pay range may differ, commensurate with education level, qualifications, and experience.

Benefits:

Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)Healthcare spending accountsPaid parental leavePaid/flexible time off in addition to paid company holidays401(k) with company matchDisability and life insuranceIncentives and performance-based rewardsExciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

 Work Environment and Physical Demands:The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, talk, or hear. The employee frequently is required to stand, walk, and use hands to finger, handle, or feel objects, tools, or controls. The employee is occasionally required to reach with hands and arms: stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 50 pounds.

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations ("ITAR") and the Export Administration Regulations ("EAR"), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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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