Key Responsibilities

1. Project to Production Handover Ownership

• Act as the primary interface between Project teams and the Production and Maintenance organizations during the transition of new lines, equipment, or technologies into operation.
• Own the industrial readiness of new production lines prior to handover, ensuring no gaps in training, documentation, standards, tools, or systems.
• Participate actively in line installation, commissioning, and start‑up alongside vendors and project teams, ensuring production and maintenance needs are fully represented.
• Ensure that any equipment modifications or deviations identified during installation, SATs, or startup are documented, tracked, and shared as learnings across other lines and sites.

2. Training & Ways of Working

• Establish from the outset that the teams who will run the line are trained in Froneri Ways of Working, including safety, quality, performance management, and standards.
• Ensure both Production and Maintenance teams receive full training for new lines or equipment, including Operating principles, Cleaning activities, Troubleshooting, Safety risks, Failure modes.
• Train newcomers or people transferring to new lines on Froneri Ways of Working and line‑specific standards.
• Ensure all training is documented, signed‑off, and stored in a location accessible to all relevant teams.

3. Performance Management & Line Standards

• Establish performance criteria for new lines, including target performance levels, performance thresholds, clear actions when thresholds are breached
• Map out all waste streams associated with the new equipment or line and define expected levels investigation triggers and corrective actions
• Establish centerlines for the line, including key process settings, changeover standards and timing expectations
• Ensure centerlines and changeover standards are visible at the line, trained to operators, reviewed and updated based on performance and learning
• Map all cleaning activities (CIP, COP, manual cleaning), defining required tasks, responsibilities and target timings
• Ensure cleaning standards are trained, measured, and respected.

·         Create hygiene and sanitation standards specific to new lines, equipment, or processes, and ensure clear documentation, practical training of operators and technicians and verification of understanding and execution

4. Maintenance Strategy & Technical Readiness

• Establish and implement the preventive maintenance strategy for all new lines and equipment, including a preset scheduling for major rebuilds with their intended completion dates.
• Ensure preventive maintenance plans are complete, clearly defined, practical and realistic, rolled out and explained to the technical teams
• Define modes of failure for new equipment, including likely failure points, frequency expectations, thresholds for intervention, clear escalation and action plans
• Ensure maintenance documentation, spare parts lists, and technical information are available and understood before handover.

5. Quality Readiness & Standards

• Liaise closely with the Quality team to ensure that before start‑up all quality standards are defined, all checks and controls are in place and all required quality data and documentation are available
• Establish and document potential quality issues at each workstation, including typical defects, right/wrong examples, simple, visual guidance for operators and clear corrective actions the operator can take
• Ensure quality standards are explained, visible and understood by the teams prior to running the line

6. People & Staffing Readiness

• Create and maintain people maps and staffing models for new or modified lines.
• Update staffing sheets, break boards, and team structures when new equipment is added and/or line configuration changes

·         Ensure staffing reflects required skills, safety and quality needs and expected performance levels

7. Safety, Compliance & Equipment Conformance

• Ensure that all new equipment and installations comply with Froneri Safety standards before they are released for use (e.g. conveyors, pumps, guarding, access points).
• If non‑compliances are identified, drive corrective actions and verification before equipment is handed over to production.

·         Participate in FATs and SATs, ensuring that all changes versus original scope are captured, learnings are documented and shared, best practices and previous site learnings are applied to new equipment from the outset.

8. Tools, Parts & Workplace Organization

• Guarantee that all tools and parts required by Production teams are fully provided, standardized, fit for purpose
• Ensure teams are trained on correct tool usage.
• Establish proper storage locations, visual standards, and organization rules for tools and parts on new lines.
• Ensure all auxiliary equipment required for the line (e.g. pumps, skids, utilities, mobile equipment) is fully provided, clearly marked, standardized, safe and ready for operation

9. Systems, Data & Administrative Readiness

• Ensure all pre‑implementation administrative work is completed prior to the introduction of new equipment or lines, including MES setup, master data, Carlson and related systems and any other applicable performance tracking setup.
• Verify system readiness with the relevant functions so that data, reporting, and control are available from day one.

·         Drive lessons learned and standardization across launches.

Measurable Outcomes (KPIs)

·         Project tasks delivered successfully on-time

·         First-time-right launch success rate (%)

·         Line efficiency during first 180 days post-commissioning.

·         MTBF during first 180 days post-commissioning.

·         Changeover timing and successful completion rate per

·         Waste/rework reduction during scale-up (%)

·         Project ramp-up speed

·         Cost adherence vs. project target

Experience

·         At least 5–10+ years in food manufacturing, preferably in frozen or dairy products

·         Proven experience in project management and industrialization / scale-up

·         Experience working in high-speed production environments

Technical Skills

·         Strong understanding of ice cream processes (mixing, pasteurization, freezing, hardening)

·         Knowledge of packaging systems (cups, cones, bars, novelties)

·         Knowledge of project management tools.

·         Basic understanding of mechanics, electrical, pneumatics and automation.

Leadership & Soft Skills

·         Strong cross-functional leadership and influence skills

·         Excellent problem-solving and analytical thinking

·         Ability to manage multiple projects in a fast-paced environment

·         Effective communication with technical and non-technical stakeholders

BEHAVIORS AND CORE VALUES: 

WE TAKE OWNERSHIP

·         Stay committed to responsibilities from start to finish

·         Make sound decisions and get into the right level of detail

·         Apply resources to initiatives that add growth, improve efficiencies, or reduce waste

WE DO WHAT IS RIGHT

·         Choose transparency over convenience, even if it means difficult conversations

·         Set clear roles and responsibilities, enabling everyone to exercise appropriate initiative and judgment

·         Speak up when you see something that does not align to our values and policies

WE SEEK TO IMPROVE

·         Strive to continuously improve and innovate to exceed expectations

·         Value feedback from others and encourage open dialogue to understand how we can improve

·         Learn from both successes and failures

WE ARE BETTER TOGETHER

·         Ensure decisions are based on what’s best for the whole business

·         Practice inclusion by seeking diverse perspectives

·         Treat everyone with fairness and respect

The position involves frequent exposure to nuts and other potential allergens.

The pay scale for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Dreyer’s Grand Ice Cream, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. The pay range for prospective employees in this role is $115,000 per year, with opportunities for overtime, shift differential, cold premium pay and annual bonuses (variable depending on company performance).

We offer a comprehensive group benefits package including medical, dental, vision, life, paid time off, paid holidays, paid parental leave, 401K plan with employer match and annual contribution available.

Visa sponsorship not available. Applicants must be legally authorized to work in the United States now and in the future. The company does not provide visa sponsorship or any immigration support (including STEM OPT training plan and H-1B lottery registration) for this position.

Dreyer’s Grand Ice Cream Inc. provides equal employment opportunities for all applicants, regardless of race, religion, gender, national origin, age, disability, marital status, veteran status, or any other protected characteristic.

  Dreyer’s Grand Ice Cream Inc. provides equal employment opportunities for all applicants, regardless of race, religion, gender, national origin, age, disability, marital status, veteran status, or any other protected characteristic.