Description

POSITION SUMMARY Responsible for the development and follow-up of tools and gages to produce prototype and production parts. ESSENTIAL JOB FUNCTIONS Reviews tool processes, strip layouts and designs. Act as Midway's Engineering representative to tool shops who have been awarded the responsibility to design and build dies or gages making sure that Midway's customer specifications are followed, including quality and timing constraints during the tool build. New Model Tooling start up: resolves issues with tool vendor; assists plants in establishing process parameters; authorized to make tooling changes with vendors. Current Model Tooling: Analyzes poor performing dies; revise process parameters; assists in resolving tooling issues. Die Automation: Develops plans to automate dies within plants; coordinates automation plans with plants and outside sources. Maintains thorough familiarity with pressroom developments and new materials in the industry which might be adaptable to use by the organization. Originates and applies new and unique engineering methods Emergency Response and Drills JOB QUALIFICATION REQUIREMENTS Four year technical degree preferred, but a four year tool and die apprenticeship is acceptable with some technical courses at college level Three years minimum experience in leadership role in tool and die, i.e., die leader, shop foreman, etc. in the automotive stamping industry Line die, progressive die and transfer die skills are essential SPECIAL SKILLS Computer literate WORKING CONDITIONS Normal office environment Normal shop environment, which includes travel to plant sites; use of personal protection equipment; hazards and conditions typically associated with a manufacturing environment

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)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities