Materials Manager (Early Career) (Education)
Job Summary
The Materials Manager is an entry level role responsible for supporting the branch sales process including; buying, quoting, and purchasing. This position reports directly to the Director of Procurement.
Job Responsibilities
- Work with Sales and Operations to maintain inventory tracking data and forecasts
- Manage Aged Inventory. Keep current notes on aged report regarding why we have aged and the plan to move it
- Help expedite PO's while providing alternatives
- Work closely with mills and act as the liaison between mills and KMC Sales
- Prevent/Control Excess Inventory
- Evaluate foreign offers when presented (compare to domestic purchase)
- Categorize products allowing us to buy in a group for specific customers instead of buying individually for specific customers
- Work with other KMC locations on creating awareness with white elephant material and reducing long positions
- Manage estimated future prices to better predict/foresee a gain or loss in margin with a particular customer
- Disposition all nonconforming material with Claims Administrators to help mitigate our financial impact
- Create and modify inventory related Business Objects reports for customers, sales etc.
- Keep up with market and distribute information that relates to that market out to Sales
- Other related duties as assigned
Qualifications
- Bachelor's degree or Associate's degree with equivalent relevant work experience
Other Skills and Abilities
- Results driven individual with high performance standards of themselves and others
- Strong external and internal customer focus
- Experience managing and maintaining forecasting database
- Strong interpretation and analytical skills
- Excellent listening, negotiation, and presentation skills
- Ability to manage multiple priorities and deadlines
- Independent work ethic; ability to manage own time and projects with remote leadership
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) Corp Purchasing
