Garment Technical Senior Manager
CategoryTechnical / Manufacturing
IndustryTextiles / Garment
Within the guidance of the Technical & Quality operating plan, to provide managerial leadership to the Pattern and Garment Technologists and sample-making teams in providing them with the customers’ requirement, technical standards, tools, training and project implementation support in the areas of sample making and designing sewing methods to enable production of garments which meet the customers’ quality, style and timeliness specifications using the most cost-effective methods.
- Pattern Making: meet with customers and CSP to obtain fit preferences and pattern requirements. Communicate these to the Pattern Technologist team and hold them accountable for producing high quality patterns that maximize material utilization and production efficiency and within customer requirements and specifications in a timely and cost-effective manner.
- Collaboration with Customer: collaborate with customers and provide suggestions/advice to continuously improve fit and quality though pattern-related adjustments.
- Training Plan: establish a system of evaluating the skill level of Pattern Technologists and provide a training plan to upgrade their skill level.
- Methods Development: meet with customers and CSP to obtain style information, garment construction preferences, and sewing requirements. Communicate these to the Garment Technologist team and hold them accountable for developing sewing methods that maximize quality, sewing efficiency, and materials utilization and within customer requirements and specifications for new styles.
- Collaboration with Customer: collaborate with customers and provide suggestions/advice to continuously improve fit and quality though sewing and construction-related adjustments.
- Sample Making: hold Sample Room Manager accountable for planning, organizing and monitoring the sample making process to ensure timely production of high quality samples for internal and customer approval. Be personally responsible for making adjustments and improvements on sub-material and handling methods to improve quality and production efficiency.
- Documentation: hold Immediate Employees (IEs) accountable for creating and maintaining a system for organizing and storing files and records of past styles and acquired technical knowledge/solutions.
- Training Plan: establish a system of evaluating the skill level of Garment Technologists and provide a training plan to upgrade their skill level.
3, Methods Improvement
- MBP: hold the immediate team accountable for developing Methods Best Practices (MBPs) and auditing the implementation of MBPs. Be personally involved in this development and attend MBP meetings across the Group.
- Customer: provide technical advice to customers to improve product quality and fit.
- Tools: work collaboratively with the Folder Technician, Mechanics and Industrial Engineering teams to create new folders and work aids to reduce SMV and improve quality.
4, Production Technical Support
- Preparation: obtain product requirements and specifications from CSP, Lab and customers and hold IEs accountable for providing technical advice on the sewing methods in order to ensure garments meet the customer’s requirements and are produced in the most cost-effective way possible.
- SMV: hold IEs accountable for
- providing technical advice, suggestions and support in carrying out trial productions. Provide problem resolution support as needed.
- record and report on the sewing method to Group GSD Center to obtain estimated SMV for any particular style of garment.
- refining and reporting final sewing methods to Group GSD Center in order to obtain final SMV prior to production.
- TPI: hold immediate team accountable for organizing preproduction meetings, developing operation breakdowns and providing the required training to production operators before production begins.
- Machine Settings: hold IEs accountable for
- setting the optimal machine settings (e.g. stitch per inch (SPI), fusing machine temperature, pressure, time, etc.)
- communicating these standards to Cutting, Sewing, Presentation and Mechanics so the production machines can be set correctly.
- auditing the machine settings to ensure compliance to the standard settings.
- Technical Advice: collaborate with Sewing GT Supervisors and Sewing GTs to provide advice to address technical problems which arise during production.
- Performance Review: review the production performance with the technical team after product delivery to facilitate future methods improvement.
- AAMT: audit AAMT Trainers’ sewing methods, re-train them with the correct methods, and train them on new Methods Best Practice (MBPs).
5, Managerial Leadership of Immediate Team
- Business Context: communicate the ‘bigger picture’ context in which IEs need to plan and execute work (e.g.world, country, industry, Group, customer and inter-departmental considerations).
- Collaborative Teamwork: establish process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level.
- IE Performance Management*: agree on SMART goals and assignments with each IE and provide continuous managerial guidance and feedback. Provide support for enhancing performance in the current role, conduct mid year progress reviews and determine year-end performance appraisal ratings.
- IE Development*: assess the strengths and development needs of each IE and coach him/her in developing their FSKs and MLCs in line with the Role Profile of his/her current job.
- Recognition and Reward: provide differential recognition and recommendations for reward incentives for Ies (pay, promotion, development opportunities).
- De-selection: recommend re-assignment or termination of IEs where appropriate, supported by a fair ‘due process’ and structured performance improvement program.
- Appeals Process: provide an appeals process for employees one level down (EoDs) who have a grievance with his/her Immediate Manager (IM).
6, Future Talent Pool
- Talent Pool Analysis: assess the future potential of Employees-one-Down (EoDs) in terms of future manpower requirements.
- Mentoring and Career Development*: establish mentoring relationship and career development programs with individual EoDs based on future manpower requirements, assessment of individual potential and individual interests.
- IE Successor Development*: identify and have ready for promotion minimum two potential successors for each IE where relevant and within agreed time frame.
7, Alignment with TAL Core Values and Culture
- Personal Alignment: understand and personally commit to the Group’s core values and culture. ‘Walk the Talk’: lead by example and behave consistently with the Group’s core values and culture.
- Reinforcement and Support: communicate and visibly use the Group’s core values as guidelines for daily decision making. Support Group initiatives to reinforce the core values and culture.
- Coaching: coach IEs to behave consistently with the Group’s core values and culture.
8, Personal Effectiveness
- Assessment: take accountability for self-assessment of how to improve own personal effectiveness in the current role.
- Feedback: ask for feedback regarding personal effectiveness from relevant parties.
- Development Plan: pro-actively discuss ways for improving personal effectiveness with own IM. Seek opportunities for learning and growth. Participate fully in development opportunities provided by the Group and consciously apply the learning from the development programs.
If you are ready to join this exciting opportunity, please contact Ms. Chi Bui at firstname.lastname@example.org for immediate consideration.
- Chi Bui