Launch Industrial Engineer

We are looking for a Senior Industrial Engineer – Launch passionate about workforce optimization, ergonomics, and flawless new-program launches. In this role, you will be the technical leader and strategist ensuring that launch programs start with the optimal hourly headcount distribution, based on workload studies, capacity analysis (JPH, R@R, cycle time) and ergonomic evaluations that minimize injury risk. You will cover all the areas of the program (Example: Stator, Rotor, Inverter, Final Assembly and Testing areas), with support to MP&L, Plant Engineering and Maintenance.

You will also be the plant’s representative before Global Industrial Engineering (HPU, headcount, workloads, glidepath) and will coach the local IE and Process Engineering teams to unify one Industrial Engineering philosophy. The position reports to the Launch Team Manager / Manufacturing Engineering Team Manager and may supervise 0 to 2 specialized skilled-trades technicians.

• Education: Bachelor’s degree in industrial, Process, Mechanical, Mechatronics or Robotics Engineering, or a related field. 

1. Desirable: Lean / Six Sigma certification (Green or Black Belt), MODAPTS, ergonomics, or a related postgraduate degree.

• Experience: Minimum 3 years in automotive manufacturing in Industrial Engineering, constraint management, capacity planning and ergonomic evaluations; proven participation in at least one new line launch or major modification (from PTR1 through ramp-up). Experience in highly automated assembly (robots, 2D/3D vision, torque/press monitoring, EOL/leak testing) and high-variant-mix lines. 

1. Desirable: powertrain/electrification (electric motors, inverters, transmissions) and machining processes.

• Languages: Professional English (B2), C1 desirable, to lead technical meetings, review documentation and negotiate with OEMs, suppliers and global IE/PD teams.

• Availability: Availability to travel to run-offs, EVPs and training at OEM/supplier sites; valid passport and U.S. visa; schedule flexibility for run-offs, PTRs and start-ups with presence on the shop floor (gemba).

• Technical skills: Lean manufacturing; ergonomic evaluation and standards; bottleneck and constraint management; capacity studies and operating patterns; workload and time studies (MODAPTS); line balancing with Yamazumi/Dot Maps; headcount management and glidepath; launch methodologies (GPDS, LRCA, WSR, PTR, RoC); PFMEA/DCP/SCCAF reading; familiarity with automation (robots, vision, AMR, torque/press stations, EOL tests, induction processes).

• Functional skills: Effective communication and storytelling, adaptability to change, planning and strategic vision, ability to work under pressure and prioritize multiple fronts, initiative, self-management, fast learning and timely escalation.

• Leadership skills: Leadership and coaching, strategic decision-making with incomplete information, executive-level communication, conflict management and negotiation, and critical thinking, with the ability to lead across OEMs, Product Development, PTME, Quality, Maintenance and HR.

Ford Motor Company is an Equal Opportunity Employer, as we are committed with a diverse workforce, and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran and basis of disability.

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Ergonomics and Safety:

• Evaluate workstation design for motion optimization and process flow; run in-depth ergonomic analyses and ensure global ergonomic standards and line capacity (cycle time, JPH) are met.

• Lead the Local Ergonomics Committee (LEC) and keep ergonomic evaluations current, in compliance with Mexican legislation and global standards.

• Prioritize program-specific risks (pallet handling, manual loading of gear sets/housings, hot parts after induction heating, ESD) and coordinate with the Safety SME.

• Support return-to-work and restricted-duty employees through workstation compatibility assessments and the Restricted Workstation Allocation Matrix.

Capacity Analysis and Line Balancing:

• Run capacity studies to define optimal operating patterns, KPIs (JPH, R@R, cycle times) and required headcount to meet customer volume; update the annual Get Ready and shift-pattern strategies.

• Balance stations and operators for high-variant product mix (Example: Yamazumi, Dot Maps) and assess the impact of new stations (Example: cooling tunnel, induction, noise and leak testing).

• Monitor cycle-time targets, bottlenecks, over-cycles and micro-stops; identify constraints to prioritize planned maintenance; support BBQ (Backup, Bypass, Quick Recovery) strategies and SMED workshops.

Launch Readiness (Run-offs, PTR and Ramp-up):

• Participate in run-offs and weekly EVP meetings at OEM/supplier sites to validate times, ergonomics, accessibility and workload before equipment arrives at the plant.

• Support PTR1, PTR2 and PTR3 and the Ramp-up Curve (RoC), adjusting headcount and line balancing at each step; act as IE SME in Workstation Readiness (FAP 02-100), ensuring no station with unmitigated ergonomic risk is released to mass production.

• Lead the plant Staffing Model for future programs (LQOS 812) and take part in early involvement and virtual co-design with PTME/ME.

Standard Work, Documentation and Change Management:

• Verify that standardized methods match the documented process design (GSPAS-APT/Easy Plan, OIS/JSA/WES) and review PFMEA, DCP and SCCAF consistency (LQOS 818) to support Launch Readiness.

• Quantify the cost, efficiency and ergonomic impact of product/process changes (WERS/MTC) so they are introduced robustly.

• Lead the administration of GSPAS-APT and Easy Plan databases, keeping a single source of truth for volumes, time studies and staffing.

Headcount Strategy and Efficiency Projects:

• Define medium- and long-term headcount (RTO), plant capacity and operating patterns with Operations, MP&L, Plant Engineering, Maintenance and HR; represent the plant in Global IE forums.

• Identify waste (VA vs. NVA) and efficiency projects, and help Process Engineers build business cases for automation, redesign or rebalancing without capacity loss or ergonomic risk.

Leadership and People Development:

• Coach IEs and Process Engineers (Ergo 101, MODAPTS, workstation optimization), support workforce readiness and training plans, and drive internal/external benchmarking of lean and ergonomics practices.

• Support the Launch Manager at peak workloads (CCAR/AIM follow-up, WSR, lessons learned, layouts and material flow) and leave the method and learnings ready for future programs.