Plastics Process Optimization Engineer

Role details

Step into ConMet’s Canton, NC plastics facility and shape how products move from concept to production. Your day begins on the floor—observing cycle times, talking with operators, and mapping process flow. By mid-morning, you’re modeling an ergonomic workstation in CAD and validating the design against throughput targets.

After lunch, you’re facilitating an APQP/FMEA review for a new product introduction, then aligning stakeholders on program timelines and costs. You close the day in SAP, documenting process changes, updating routings/BOMs, and preparing the next round of improvements.

What you’ll drive, every day

• Lead the development and seamless integration of new product lines into existing plastics manufacturing operations.
• Spot high‑value opportunities for engineering analysis across molding, assembly, and supporting processes.
• Deep-dive into operations data; propose and implement modifications that boost quality, safety, and throughput.
• Reimagine workstations for better ergonomics and efficiency, backed by 3D models and time studies.
• Build business cases—compare alternatives, quantify ROI, and guide cost-right solutions.
• Redesign process flow for higher productivity and lower cost, ensuring processes are robust and scalable.

Core qualifications

• Bachelor’s degree in Industrial, Mechanical, or Manufacturing Engineering (required)
• 3\+ years of relevant engineering experience in manufacturing (required)
• Program/project management experience leading cross-functional work (required)
• Hands-on knowledge of manufacturing and assembly processes (required)
• Experience with SAP or a comparable ERP platform (required)
• Preferred: CNC programming and PLC familiarity
• Preferred: Core Tools (APQP, FMEA) and GD&T
• Preferred: Ultrasonic/Vibration welding for plastics
• Preferred: CAD 3D modeling, ideally SolidWorks

Who we are

ConMet, a division of Amsted Industries, has advanced the commercial vehicle sector since 1964. We serve global OEM and aftermarket partners with in‑house designed, engineered, tested, and manufactured solutions—wheel ends, cast metal components, plastic systems, and automated aerodynamic devices—that elevate efficiency, performance, and sustainability. Standard on most heavy‑duty trucks in North America, our products continue to scale worldwide.

• Solutions-driven: Six decades of innovation powering OEM first‑fit adoption.
• People-first: We cultivate collaboration and improvement across all sites.
• Customer‑focused: Trusted by OEMs, fleets, Tier 1s, and the aftermarket.
• Committed to sustainability: Reducing our footprint while advancing industry impact.

Compensation and benefits

• Competitive base salary
• Targeted annual bonus tied to company performance for the fiscal year (October 1 – September 30)
• Comprehensive medical, dental, and vision; life and disability coverage
• Flexible paid vacation program for exempt employees
• Exceptional retirement program: + ESOP: 100% company-paid participation in the ConMet/Amsted Employee Stock Ownership Program with a company contribution of 10% of considered compensation each fiscal year + 401(k): 4% employer contribution match

• Ten paid holidays annually
• Wellness reimbursement

Legal

Employer will not sponsor visas for this position. Applicants must be currently authorized to work in the US on a full-time basis.

ConMet provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression or any other characteristics protected by federal, state, or local laws (“Protected Characteristics”). Ensuring fair wages is an important Company value. Accordingly, the Company will not pay wages to any employee at a rate less than the Company pays to other employees for work that is substantially equivalent and requires comparable skills unless a bona fide factor justifies a pay differential.

The Company prohibits pay disparity based on Protected Characteristics or prior salary history. The Company prohibits retaliation against employees for discussing compensation.