Regional Continuous Improvement Manager

Overview
The
Regional Continuous Improvement Manager
serves as the primary Lean coach, instructor, and facilitator for the region’s ONE Program and Continuous Improvement initiatives. This role is responsible for driving operational excellence across multiple sites by leading structured, 3‑day Lean improvement events, training leadership and frontline teams, and ensuring long‑term sustainment of operational gains through Continuous Improvement and LEAN.The ideal candidate will partner closely with Regional Operations Leadership and Engineering to identify improvement opportunities, facilitate hands‑on shop‑floor workshops, and systematically track execution through the Lean Transformation Plan (LTP).Responsibilities
Continuous Cadence:
Program Facilitation & Event Leadership (EVENT)Primary Lean Instructor: Lead and facilitate 3‑day ONE Program events, delivering engaging classroom and shop‑floor training on Lean principles and operational excellence methodologies.Core Topic Mastery: Present fluently on all fundamental\ "House of Lean\" concepts, including the 8 Wastes, Standard Work, Visual Control, 5S, Kaizens, Gemba Walks, and overarching Lean overviews.Interactive Exercises: Lead practical learning modules, including the PB&J Standard Work Exercise (presenting decks, enforcing rules, and actively engaging participant teams).Shop‑Floor Execution: Direct Gemba Walks to observe live processes, identify waste, and lead Affinity Mapping sessions to consolidate and synthesize team findings.Workshop Facilitation: Guide cross‑functional teams through action‑oriented workshops to prioritize improvement opportunities and develop structured solutions.LTP Creation: Lead the creation of the Lean Transformation Plan (LTP) during the event, capturing detailed project descriptions and baseline data necessary for post‑event savings calculations.Culture & Engagement: Foster an inclusive, high‑energy environment that encourages equal participation, team accountability, and interactive learning.Post-Event Sustainment & Execution (SUSTAINMENT)
Site Kickstart Visits: Conduct post‑event follow‑up visits to kickstart\ "ONE Sustainment\" covering Kaizen Wall of Fame, refreshed operational metrics, and immediate Just‑In‑Time (JDI) actions.LTP Monitoring & Coaching: Attend routine/weekly LTP review calls with Site and Operations teams to ensure projects remain on schedule and reach target milestones.Standard Work Rollout: Ensure all Standard Work documentation created during the event is completed, approved, and fully operationalized within 30‑60‑90‑day timelines set by Leadership.Leadership Development: Coach site leadership on sustaining daily Lean behaviors and embedding continuous improvement habits into site culture.Impact Tracking & KPI Verification: Monitor operational performance against established KPIs, verifying that implemented actions translate into measurable productivity, safety, and financial returns.Qualifications
Experience: 3–5+ years leading continuous improvement, Lean transformations, or Kaizen events in a manufacturing, distribution, or logistics environment.Lean Expertise: Mastered understanding of Lean methodologies (House of Lean, 5S, Value Stream Mapping, Standard Work, Gemba Walks, Kaizen, Kanban).Facilitation Skills: Proven track record of delivering engaging training to diverse audiences—from shop‑floor technicians to Regional Vice Presidents.Analytical Capability: Strong data analysis skills;
ability to interpret metrics (Safety, Quality, Delivery, Productivity, Inventory) and convert insights into structured improvement plans.Stakeholder Management: Exceptional communication skills with the ability to build consensus, hold teams accountable, and partner effectively with Operations and Engineering leadership.Travel: Willingness to travel regionally up to 80% to facilitate onsite events and sustainment visits.Warehouse Operations knowledge: Warehouse operations knowledge preferred.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)LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.Profit Center
PC-653
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