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Otter Tail Corporation Manufacturing Leader in Lakeville, Minnesota


* If you are viewing this opportunity outside of our website and are interested in applying or if you would like to see a list of all our open BTD positions, please go to:*

New Starting Wages!! Up to $23.49 starting!

*Sign on Bonus up to $5,000!

*Shift differentials of 20%-30%

*up to 3 weeks of vacation, plus paid holidays

*Paid Weekly!

*Benefits starting 1st of the month

*Safety Boots, Prescription Safety, Glasses, and Hearing Protection discounts

*401(k) match and discounted stock

*Tuition Reimbursement

*Up to $2,700 annual HSA BTD contribution

*Medical, Dental, Vision, Life Insurance, Short Term, Long Term, Accident, and Critical Illness insurance

BTD has a wide variety of shifts. Apply today. Got to to see all our openings in MN, IL, and GA.

Company Overview: BTD is a fast growing metalworking company. We provide custom metalwork services for some of the world’s top brands. Our 1100+ employees work from four facilities throughout the Midwest and Southeast. We invest in our people, our equipment, and our facilities to offer our clients the best value possible. We are also a wholly-owned subsidiary of Otter Tail Corporation, a publicly traded company on NASDAQ.

Summary: Supervises, trains, and encourages employees in the department. Helps ensure commitment to quality. Communicates with shift leaders, other employees and responds to questions. Coordinates assists or leads projects. Creates and maintains a desirable work environment for employees. Maintain a safe productive department by organizing employees, machines and daily operations. Identifies and promotes opportunities for increased productivity.

Safety is #1 at BTD: Our expectation is that every employee: 1) Strictly follows safety policies, rules and safe work methods. 2) Promptly corrects or reports safety hazards or unsafe conditions. Promptly reports injuries for prompt diagnosis and treatment. 3) Makes regular suggestions for safety process improvements to support continuous improvement in safety.

Essential Functions:

  • Communicates with Director of Operations daily to ensure that the Leaders’ decisions and actions are aligned with BTD’s objectives for the department.

  • Supervises Operators, Setup People, Setup Support People, Material Handlers, Inspectors, Programmers and others as may be assigned to Supervisor’s area.

  • Communicates with employees daily to ensure that they know and are carrying out BTD’s objectives for the department, including safety, productivity, quality and timeliness.

  • Communicates periodically with employees to evaluate employee’s performance. Is honest and straightforward about both accomplishments and deficiencies as well as about expected development.

  • Communicates employee concerns to the appropriate management or support function.

  • Issues warnings and administers disciplinary measures when needed.

  • Assumes the responsibility to make decisions independently and then, if necessary and/or appropriate, consult the next level of management.

  • Uses production schedule to plan the priority by which first, second and third shifts will work so that jobs are delivered to customers on time.

  • Must be capable of using software programs to enter time/payroll information, job information, etc

  • Works with Manager and Human Resources to maintain vacation, holiday, overtime and other non-standard schedules.

  • Oversees all maintenance and tooling work order requests for accuracy and appropriateness.

  • Identifies non-value added activities and other opportunities for increased productivity. Eliminates non-value added activities where possible, and brings them to the attention of others where appropriate.

  • Ensures that each employee assigned to a machine is thoroughly familiar with its operation before releasing it to the employee for production runs.

  • Monitors work area to ensure that it is safe. Corrects safety deficiencies or brings them to the attention of Maintenance, Engineering or management as appropriate.

  • Maintains standards of good housekeeping in work areas.

  • Enforces safety policies and the use of required safety equipment.

  • Remains current with respect to technical and supervisory skills.

  • Maintains familiarity with each piece of production machinery.

Leadership Responsibilities:

  • Establishes performance standards, monitoring employee performance and focusing the Department’s attention to areas of opportunity to maximize performance.

  • Maintains ethics and integrity congruent to the Company’s mission and values.

  • Assists in the development of personnel through positive reinforcement and coaching techniques.

  • Responsibilities include hiring, planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaints and assuring problems are resolved; developing leadership in all people.

Education, Experience, and Skills Required: Graduation from high school or equivalent plus two years of related technical or three years of related on the job training. At least four years of recent supervisory manufacturing experience, which includes the following skills and abilities:

  • Communicates well, using oral, written and listening skills

  • Strong working knowledge of manufacturing systems, quality requirements, industrial engineering, and tool engineering.

  • Ability to plan, organize, direct and coordinate manufacturing production programs including proven public relations skills.

  • Ability to supervise personnel in a manner conducive to efficient performance and high morale.

  • Considerable knowledge of modern office practices and procedures.

  • Considerable knowledge of personnel administration.

  • Ability to operate general office equipment including manufacturing related applications on microcomputer.

  • Ability to establish and maintain strong working relationships with others and to present ideas effectively, orally and in writing.

    Factor I –Leading the Business

Sound Judgment – Makes timely decisions; readily understands complex issues; develops solutions that effectively address problems.

Strategic Planning – Develops long-term objectives and strategies; translates vision into realistic business strategies.

Leading Change – Supports activities that position the business for the future; offers novel ideas and perspectives.

Results Orientation – Aligns resources to accomplish key objectives; assigns clear accountability for important objectives.

Global Awareness - Leads the organization in understanding international issues; tracks global trends and world events.

Business Perspective – Understands the perspectives of different functional areas in the organization; has a firm grasp of external conditions affecting the organization.

Factor II – Leading Others

Inspiring Commitment – Motivates others to perform at their best.

Forging Synergy – Maintains smooth, effective working relationships; promotes effective teamwork.

Developing and Empowering – Offers constructive feedback and encouragement; delegates work and encourages individual initiative.

Leveraging Differences – Works effectively with people who differ in race, gender, culture, age, or background, leverages the unique talents of others to enhance organizational effectiveness.

Communicating Effectively – Express ideas clearly and concisely; disseminates information about decisions, plans, and activities.

Interpersonal Savvy – Understands own impact on situations and people; accurately senses when to give and take when negotiating.

Factor III – Leading by Personal Example

Courage – Acts decisively to tackle difficult problems; perseveres in the face of problems; takes the lead on unpopular though necessary actions.

Executive Image - Communicates confidence and steadiness during difficult times; adapts readily to new situations.

Learning from Experience – Reflects on and learns from experience; understands own weaknesses and how to compensate for them.

Credibility – Acts in accordance with stated values; follow through on promises; uses ethical considerations to guide decisions and actions.

The qualifications listed above are guidelines. Other combinations of education and experience could provide the necessary knowledge, skills, and abilities to perform this job.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee may be exposed to weather conditions. The noise level in the work environment is usually moderate.

* If you are viewing this opportunity outside of our website and are interested in applying or if you would like to see a list of all our open BTD positions, please go to:* (

(EO/AAMet/Disability Employer)

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)