Featured Candidates & Positions

December 2019

Season's Greetings!

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And just like that, we find ourselves at the beginning of the holiday season and at the end of another year. We would like to take the opportunity to thank you, our readership, for following along with our newsletters throughout the months and years. Things might be slowing down at your place of work as the holidays approach, which makes it a good time to form more long term strategies. For our final newsletter of 2019, we identify the first steps of succession planning and why it is necessary for any critical role. But first, see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Director of Aftermarket Sales

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This candidate is a proven sales & marketing leader with full P&L experience and a track record for building relationships at all levels of an organization to develop new business and grow existing accounts. Responsible for sales growth in the OE service (OES), independent aftermarket (IAM), and fleet channel markets within passenger car and light & heavy duty markets across North America and Mexico. This candidate is also responsible for utilizing strategic planning, executing business initiatives and driving growth in challenging markets, negotiation & success on supplier and branding agreements, as well as channel distribution programs. This individual's leadership skills include experience supervising, motivating, and training a team of national sales professionals to exceed quarterly and annual sales goals. This person has demonstrated their ability to develop marketing strategies to create customer loyalty for newly launched and existing products. Email for more details or call +1-313-887-8300 ex. 102.

Candidate 2: Mexico – Multi-Site Continuous Improvement Manager

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This outstanding candidate is a continuous improvement professional who is an industrial engineer by education and has nearly 15 years of diverse manufacturing experience including leadership roles in lean, operations, engineering, and supply chain. This individual specializes in the development and practical application of lean and six sigma initiatives. This candidate is a strong team leader who focuses on facilitation and teaching of structured improvement methods to engage process experts, solve problems, and drive transformational change. They are experienced in managing continuous improvement in complex, multi-site manufacturing environments as well as developing and executing the continuous improvement vision, strategy, and annual operating plans . This candidate has comprehensive continuous improvement experience, including Hoshin Kanri, Value Stream Mapping, Kaizen, and Visual Workplace. Email for more details or call +1-313-887-8300 ex. 102.


Featured Positions for Job Seekers

Position 1: Plant Operations Manager – Eastern USA

Our client is a $12 Billion global manufacturing leader that is well-known for its high-quality and durable machined components. We are seeking a leader to run all of the plant operations and be fully responsible for safety, cost, quality, and delivery. In this role, you will be the top leader within this smaller facility which has less than 100 team members. You will report to the business General Manager who is located at a site about a two-hour drive away. You will have two segment managers and group leaders reporting into you on the production side along with other functions including quality and engineering. This facility produces precision machined components to the industrial, automotive, and aerospace sector. A technical degree in an engineering discipline is highly preferred. Please contact or call +1-313-887-8300 ex.102 for more information.

Position 2: Global Chief of Engineering, Casted Products

Our client is the world leader in large die-casted components for the automotive industry and is seeking a technical leader with die-casted products experience. This is an important role to lead global teams in advanced engineering, R&D, current product development, sales engineering, and production engineering. Within the advanced R&D groups you will lead a team of PhD'd professionals and advanced degreed technical personnel in the development of new products and processes associated with lightweight, die-casted components. Please contact or call +1-313-887-8300 ex.101 for more info.

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A Plan in Place: The first steps of succession planning

Succession planning is the strategic process where current employees are identified and developed with the expectation that they will one day replace a current leader who might be leaving the business, retiring, or is unable to continue their work. Succession planning can and should be applied to any important role of an organization, regardless of level, and at any size of business, whether it is a multi-billion dollar corporation or a small family-run business.

Succession planning is all about being proactive and having the right people in the right roles at the right time. This type of planning ensures you are never left scrambling to fill a very critical role for your company. A lack of succession plan could lead to a stall in your company's growth.

Benefits of Succession Planning

Having a succession plan in place and communicating this plan to those involved can have additional benefits like retention of top performing employees, reduction in recruiting costs, and gaining a reputation as an employer that promotes career growth. A culture that includes succession planning will lead to higher employee satisfaction and more instances of knowledge transfer and mentorship.

A Shortage of Succession Plans

With all of this in mind, it can come as a surprise to know that many businesses do not have a succession plan in place. Reasons why many forgo succession planning have included leaders being fearful that they will be replaced early, short-term thinking, reliance on an assumption of who the replacement will be and a lack of designated responsibility - no one knows who's job it is to put the plan in place. Many of these obstacles can be removed simply with the presence of clear communication between all parties involved.

The 5 Steps of Succession Planning

1. Understanding the needs of the business
Identify the company's vision, goals and future needs (not just current). Define the key roles of the business and how they help the business reach its goals.

2. Assess current staff
Through surveys and manager assessments, uncover the skills of your current employees as well as important qualities such as motivation, adaptability, and desire to grow and learn.

3. Talk to current staff
Not all staff members will be interested in leadership roles. Have a conversation with current staff about their career goals and future life plans.

4. Apply the data
Using the collected data, evaluate current employees for future potential and make a plan.

5. Communicate the plan
Share the plan with the select employees who are affected by the succession plan. This will generate retention and buy-in from those involved.

After the Plan is in Place

Your work is not over. Once the plan is in place, more action is required in terms of getting this person "ready" for their next role through knowledge transfer, hands-on experience, and further education and exposure. Once the succession has actually occurred, the results and the process that brought those results should be evaluated for future succession planning.

Even once a successor has made their way to their new role, the succession planning always continues. Succession planning is a constantly evolving process much like the staff of a company are constantly evolving.


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