Word Processor Jobs in Houston, TX (NOW HIRING)

POSITION OVERVIEW
The Processor is responsible for safely operating or controlling the entire manufacturing process for their assigned unit.
TARGETED OUTCOMES

• Maintain our right to operate through our Commitment to ZERO injuries, process safety or environmental events
• Conduct unit operations in support of production plans.

KEY RESPONSIBILITIES
The processor position is responsible for various duties associated with product manufacturing from raw material delivery to shipment of product that include the following:

• Monitoring and maintaining day-to-day unit operations
• Conducting daily minor maintenance repairs
• Conducting HRP/JSA/Safe Work Permitting pertaining to unit operations
• Applying statistical tools to enhance product quality and participating on improvement teams
• Conducting operations communications in and out of the department with peers, managers and customers
• Assisting with the training of new employees, as required
• Startup, shutdown, isolation and decontamination of plant equipment adhering to plant policies and procedures.
• Understanding and complying with administrative duties for government regulations from federal and state agencies
• Participating on improvement teams when needed.
• Requires mandatory 2-year commitment to the Emergency Response Team starting on the employee's hire date.

STEP UP ROLE
Processor may be called upon as needed to perform as a Step Up while on shift. The Step Up Processor will assist the on-shift personnel during periods of heavy work load (upsets, startups, shutdowns, turnarounds, and occasional operating positions left vacant due to high absenteeism, etc.)

• The role of the step up is critical to maintaining safe and stable operations when the shift supervisor is not on-site. Those who are asked to step-up are chosen because they have demonstrated safety leadership capability and process knowledge. It is an opportunity to further demonstrate and develop leadership skills and a potential path to career advancement in the future.
• The step-up is not expected to be the shift supervisor; they're expected to be the go-to-person on the shift, ensuring alignment and providing support for finding solutions to production concerns and issues.
• The step-up is not expected to manage personnel or disciplinary issues on the shift. If necessary, the step-up will assist in diffusing conflict, and then escalate to the shift supervisor or unit manager for resolution. The step-up may reach out to a shift supervisor, the unit manager, or HR for assistance with any interpersonal situations that arise while on shift.
• If a step-up is the "extra" on shift, they are not required to work a job, however, the step-up will be required to cover the first vacancy on shift before calling anyone in on overtime. When the step-up is required to cover a vacancy, they should select the job that will allow the most flexibility to also perform modified Leader Standard Work.
• The step-up is not accountable for the performance of individuals on the shift. Accountability remains with the shift supervisor to develop their people and create an environment where the shift knows the right things to do and does the right things consistently, including when the shift supervisor is not on-site.

TEAM

• Reports to Operations Supervisor
• Team Members: Processors

REQUIRED EXPERIENCE

• Qualifications
  • 18 years of age
  • High School Diploma or GED
  • Must have a current, valid, United States driver license
• With one of the following:
  • Associates Degree in Process Technology;
  • Minimum of (1) year of Chemical Operator experience in a Chemical Plant Environment;
  • At least 4 years of active military experience of a technical nature with an honorable discharge.

REQUIRED SKILLS
Competencies

• Good process troubleshooting/problem solving skills
• Basic understanding of window-based programs: MS Word, MS Excel, Outlook
• Strong written and verbal communication skills
• Well-developed teamwork and leadership skills
• Self-initiated learning
• Time management processes and skills
• Self-initiated corrective actions/follow-through
• Be able to work a rotating shift.
• Be able to work overtime when needed or required (including weekends & holidays).

Physical Demands

• Be able to lift/push/pull up to 50 pounds.
• Be able to work in tight or closed-in spaces (e.g. pipe rack).
• Be able to climb stairs and work at heights.
• Participation in Respiratory Fit Testing Programs.

At Ascend Performance Materials, we value transparency and fairness in our hiring process. We do not accept unsolicited resumes from third-party recruiters, search firms, or staffing agencies. Any resumes received from such entities will be considered the property of Ascend Performance Materials, and we will not be obligated to pay any fees for such submissions. Our Talent Acquisition Team actively engages with preferred recruitment partners who have established agreements with us. We encourage all interested candidates to apply directly through our official channels to be considered for any open positions.
About Us:
Ascend Performance Materials is the premium provider of high quality chemicals, fibers and plastics. With world scale integrated manufacturing facilities we are able to develop new products from our core technologies, and provide flexibility to respond to the expanding needs of customers. Ascend has global sales and distribution facilities across the globe and six manufacturing facilities globally. As a privately-held company, our people do big things and make big decisions, often much earlier in their careers than at larger companies. Ascend Performance Materials offers team members the opportunity to contribute in big, meaningful ways-all within a stable and growing business.
Why work at Ascend?
Our vision is to be the recognized leader in the nylon 6,6 value chain, creating new possibilities with PA66 for everyone, everywhere, every day. We achieve that through living our Ascend values.
We care. We operate safely with high integrity for our employees, our customers and our communities. Our people are our greatest assets, and our Total Rewards Program extends beyond traditional benefits to include access to on-site medical clinics at our U.S. facilities, a global wellness rewards program and Performance Matters, an employee-driven recognition plan. Our Commitment to Zero demonstrates our belief that is it possible to operate with zero personal injuries, zero process safety incidents and zero environmental releases. And the Ascend Cares Foundation, led by Ascend employees, supports Ascend families in times of need, provides inspiring opportunities for community engagement and facilitates community leadership.
Customer-focused. We exist for our customers; they drive our actions. Their success is our success. Our plastics and chemicals are building blocks that help make everyday essentials safer and more sustainable, and we constantly strive to develop new and innovative products to meet the future needs of our customers. And that customer focus doesn't only apply to the marketplace - it also applies to how we treat our colleagues and our fellow community members.
Better every day. We invest in our people and our processes to improve every day. A2E, our continuous improvement program, guides the way we do business. And this way of problem solving applies not only to our manufacturing practices but also to our commitment to developing our people. You'll see it during your career at Ascend in our leadership development, skills training and mentoring programs
Agile. We think broadly and lead proactively in a constantly evolving organization and industry. Agility doesn't mean simply working quickly - it means critical thinking, creative problem solving and novel approaches to everyday challenges.
One Ascend. All together, with a common set of goals and an eye toward the future. We don't accept silos. We look for ways to share across departments, sites and geography. This means you won't be boxed into a single role at Ascend - you could get the chance to work with teams across the globe to improve the way we serve our people, our customers and our communities.
All qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, age, religion, disability, sexual orientation, gender identity, protected veteran status, citizenship, genetic information or other protected status under federal, state or local laws.