Job Description:
Triumph Group

Position

We have an exciting opportunity for a Process Engineer to join our West Hartford, CT team. The Process Engineer will develop robust process instructions for assembling and testing Electronics Engine controls. Support the production area by providing exceptional technical guidance and troubleshooting skills for the various electronic controls.

Responsibilities

Primary responsibilities for this position include:

•Drive process efficiency by way of new technical research and develop
•Implement processes that support Industry 4.0 Digital factory
•Utilize automated equipment and tools to support assembly and test
•Implement processes into a Manufacturing Execution System
•Technical knowledge to diagnose and troubleshoot
•Works closely with production planners, supervisors, and other functional teams to continually improving product flow and quality.
•Initiates, evaluates, and implements process improvements.
•Assures product and process quality by designing testing methods; testing finished- product and process capabilities; establishing standards; confirming manufacturing processes.
•Evaluates and develops manufacturing processes by:
•designing experiments and collecting data
•applying knowledge of product design, fabrication, assembly, tooling, and materials
•conferring with equipment vendors
•soliciting observations from operators.
•Designs and develops analytical and visual tools to assist and improve production and planning processes.
•Improve productivity performance by reducing waste and improving the processing for units.
•Improve quality performance by identifying and eliminating the variation in the process.
•Provide technical support for units that don't achieve acceptable test results.
•Provide technical support regarding all safety and ergonomics issues within the area.
•Drive cost reductions to support the business performance.
•Lead root cause and corrective actions activities to support our quality requirements for our products.

•Work closely with Team Leaders, Engineering, Quality, and Supply Chain in order to meet customer expectations.
•Design and procure tooling, fixture, and gaging to support the assembly and test process instructions.
•Effectively evaluate component parts that are non-conforming and disposition as required.
•Review and disposition internal material non-conformances
•Perform root case analysis and corrective actions on non-conforming hardware. Conduct follow-up actions on the next unit build to ensure counter measures are successful and sustainable.
•Maintain good working relationship with customers. Keep customers informed of quality problems and solutions as necessary.
•Train employees as necessary with the processes for building and testing units.
•Develop quotations for new products in development.
•Lead the introduction of new units into Operations.
•Review and accept engineering drawings for manufacturability
•Lead PPAP, MPC, PFMEA and SPC activities with other supporting team members in the hydro-mechanical area.
•Use Lean, Six Sigma, D8, and other problem-solving tools in driving to root cause and developing corrective actions.
•Lead continuous improvement teams focused on waste reduction and first pass yield improvements.
•Perform other tasks as required or assigned.

Qualifications

Required Knowledge, Skills & Abilities:

•2-4 years manufacturing engineering experience within a manufacturing environment leading and participating in complex projects
•Bachelor's degree in Electrical Engineering or related field is required
•Understands and uses continuous improvement tools
•Ability to perform multiple tasks in a fast-paced environment
•Good interpersonal skills with ability to deal with all levels in the organization while remaining customer oriented
•Applies proven technology independently

Desired Knowledge, Skills & Abilities:

•2-5 years of technical and test experience in Electronics assembly and test
•Aerospace Industry Experience preferred

Benefits

•Comprehensive medical, dental and vision coverage with plan options that provide flexibility and choice (including telehealth options)
•Healthcare spending accounts
•Paid parental leave
•Paid/flexible time off in addition to paid company holidays
•401(k) with company match
•Employee Stock Purchase Plan
•Disability and life insurance
•Incentives and performance-based rewards
•Exciting growth and development opportunities empowered by our TRIUMPH Transformation and an entrepreneurial environment that encourages innovation and creativity

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).

PI259519431

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