About this opportunity
Monroe Energy lists this Metals Supervisor opportunity in trainer, Pennsylvania. Review the employer’s description below for duties, qualifications and application requirements.
Job description
The Metals Supervisor leads the mechanics and support crafts responsible for maintaining fixed equipment in the refinery. This includes, but is not limited to heaters, boilers, ducting, vessels, piping, valves, and structural steel. This role oversees union metals mechanics, contractors (union and non-union), and outside shops to successfully complete their tasks in a safe and cost-effective manner. The Metals Supervisor assures all maintenance work complies with applicable safety, engineering, safe work practice standards, laws, and regulations.
At Monroe, we have identified eleven specific competencies we expect all leaders of our organization to possess. These competencies are incorporated as a part of our Selection, Performance Management/Review and Developmental processes. The competencies and activities for this role are detailed below:
Technical Knowledge – demonstrates the specific skills necessary for the assignments, understands the background and points of leverage to be effective in the role.
Conduct morning tool box talks with work crews
Directs the daily activities of metals mechanics, metals contractors, and support crafts in maintaining refinery equipment and facilities
Achieves high levels of craft productivity through improved performance; solving problems, reliability and reducing costs.
Review Weekly Schedule and work packages for every job and provide to work crews. Communicate changes as required
Execute the Daily and Weekly Maintenance Schedules and communicate with Scheduler for any changes
Prepare & Lead Pre-Job Meetings
Adhere to the break-in work process and handle all Emergency / Break-In work as required
Follow job plans and communicate with Planner for needed changes
Provide Planner feedback for any planning deficiencies (Missed steps, materials, Man-hours, etc.)
Perform follow-up rounds with crews, both Monroe and contractor, regularly throughout shift (no greater than every two hours) Items to be evaluated include:
Following safe work practices
Barriers to success
Any required help to the crew
Job progress
Crew size and productivity
Work package available and job plan being followed
Enforce start, stop & break times
Work with others at peer level to ensure quick and efficient resolution to issues
Elevate issues promptly to Leadership when required
Confirm job plan steps in Maximo daily before 2:30 schedule meeting.
Review following week’s schedule and provide feedback by end of shift Thursday before final version
Provide daily updates on all work under your supervision - accurate communication of end of shift status
Communicate status of on-going work with Operations and OMC
Arrange overtime & off-hour coverage for employees and contractors as required
Support reliability improvements
Support on-call maintenance system as needed throughout the year
Knowledge of Work Areas and Responsibilities – demonstrates a clear understanding of role and responsibilities within specific area, flexible and agile in adapting to changes or exploring opportunities and challenges.
Attends the daily scheduling meeting to communicate effectively with other Maintenance departments and Operations to resolve any scheduling issues, priority changes, and any problems between Crafts, Operations, Maintenance and other departments.
Consults with the Fixed Equipment Reliability Engineering group to improve reliability and ensure that maintenance work meets the requirements of mechanical, process, metallurgical and environmental codes, policies and standards.
Attends the daily morning maintenance and operations meeting to discuss any schedule breakers for the day and coordinate with other maintenance crafts on any exceptions to the daily schedule.
Initiates requisitions for required materials, tools and contractor services as required including tool room materials.
Reviews and approves employee’s time.
Knows and consistently applies company policies, procedures and the collective bargaining agreement.
Communications – Verbal and Written – includes written and verbal communications, delivers presentations and has good listening skills.
Problem Solving and Conflict Leadership – strives to understand contributing factors, works to resolve complex situations, and helps individuals to resolve conflicts.
Delivering Results – Sense of Urgency – defines appropriate goals, works toward achieving goals, articulates vision and steps for achievement, meets deadlines and provides timely status updates and follow-through.
Teamwork/Cooperation – accountable to team, works to meet established deliverables, appreciates view of team members and is respectful of others.
Initiative – takes action, seeks new opportunities, and strives to see projects to completion.
Work Reliability/Quality – strives to eliminate errors, accurate work is a priority, and seeks opportunities to improve product/services.
Integrity and Trust – honest, accountable, upholds ethics standards and maintains confidentiality.
Leadership Capability – provides strong leadership, sets a good example, skilled decision maker, motivator and encourager.
People Development/Coaching – offers feedback, coaches employees appropriately, rewards employees wisely, takes mentoring role, challenges and develops employees and offers opportunity.
Interacts with direct reports on a daily basis to ensure clear and open communications; alignment with goals and objectives; and to proactively address progress, concerns and questions.
Experience and Skills
Education, Experience, and Skill Requirements
Minimum Qualifications:
5 years of maintenance supervisory experience in a high-risk industry such as refining, petrochemical, or chemical processing.
High School Diploma or equivalent experience required; AA or BS Degree preferred. Proficient with Microsoft Word, Outlook, and Excel as well as CMMS software.
Demonstrated proficiency in all of Role Specific Competencies.
IMPORTANT: APPLICANTS PLEASE READ
Qualified applicants are considered for employment, and employees are treated during employment without regard to race, color, religion, national origin, citizenship, age, sex, marital status, ancestry, physical or mental disability, veteran status or sexual orientation. Solely to help us comply with federal and state Equal Opportunity record keeping, reporting, and other legal requirements, we request that you complete this data information questionnaire.
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Refusal to complete this information will not subject any applicant or employee to adverse treatment. The information that you provide will be recorded and maintained in a confidential file, separate from all other records. This information will not be used in consideration for your employment.
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We may be a federal contractor or subcontractor. The law requires us to provide equalemployment opportunity to qualified people with disabilities. We have a goal of having at least 7% ofour workers as people with disabilities. The law says we must measure our progress towards this goal. Todo this, we must ask applicants and employees if they have a disability or have ever had one. People canbecome disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer isconfidential. No one who makes hiring decisions will see it. Your decision to complete the form and youranswer will not harm you in any way. If you want to learn more about the law or this form, visit theU.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at
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Hispanic or Latino (Persons of Mexican, Puerto Rican, Cuban, South or Central America, or other Spanish culture or origin, regardless of race)
White or Caucasian (Not Hispanic or Latino) - Persons having origins in any of the original people of North and South America and maintain cultural identification through tribal affiliation or community recognition.
Black or African American (Not Hispanic or Latino) - Persons having origins in the black racial groups of Africa.
American Indian or Alaskan Native (Not Hispanic or Latino) - Persons having origins in any of the original people of North and South America and maintain cultural identification through tribal affiliation or community recognition.
Asian (Not Hispanic or Latino) - Persons having origins in the Far East, Southeast Asia or the Indian subcontinent including Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand and Vietnam.
Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - Persons having origins in Hawaii, Guam, Samoa or other Pacific Islands.
Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five race categories.
I Decline
Voluntary Self-Identification of Disability
Form CC-305 OMB Control Number
Page 1 of 1 Expires 04/30/2026
Why are you being asked to complete this form?
We may be a federal contractor or subcontractor. The law requires us to provide equalemployment opportunity to qualified people with disabilities. We have a goal of having at least 7% ofour workers as people with disabilities. The law says we must measure our progress towards this goal. Todo this, we must ask applicants and employees if they have a disability or have ever had one. People canbecome disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer isconfidential. No one who makes hiring decisions will see it. Your decision to complete the form and youranswer will not harm you in any way. If you want to learn more about the law or this form, visit theU.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your "major lifeactivities." If you have or have ever had such a condition, you are a person with a disability.Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or hard of hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, orcongenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder,schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, legbrace(s) and/or other supports
Nervous system condition, for example,migraine headaches, Parkinson's disease, multiplesclerosis (MS)
Neurodivergence, for example,attention-deficit/hyperactivity disorder(ADHD), autismspectrum disorder,dyslexia, dyspraxia, other learningdisabilities
Partial or complete paralysis (anycause)
Pulmonary or respiratory conditions, forexample, tuberculosis, asthma,emphysema
Short stature (dwarfism)
Traumatic brain injury
Yes, I Have A Disability, Or Have A History/Record Of Having A Disability
No, I Don't Have A Disability, Or A History/Record Of Having A Disability
I don't wish to answer
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A "disabled veteran" is one of the following:
A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs;
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Protected veterans may have additional rights under USERRA - the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll- free, at 1-866-4-USA-DOL.
If you believe you belong to any of the categories of protected Veterans listed above, please indicate by checking the appropriate box below. As a government contractor subject to VEVRAA, we request this information to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA.
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