Maintenance and Reliability Manager

Come join our team at DIS-TRAN Steel! Our people – not our machinery - are our biggest assets. DIS-TRAN Steel’s leadership team lives by our company values, modeling our culture of respect and integrity each day. We're a team that likes to have fun, but we also know how to get stuff done. DIS-TRAN Steel is looking to hire a Maintenance and Reliability Manager to work at our Pineville, LA location. The Maintenance & Reliability Manager leads DIS-TRAN Steel’s maintenance and reliability efforts to ensure safe, efficient, and dependable plant operations. This role oversees maintenance personnel, drives preventative and predictive maintenance programs, and manages planning and CMMS processes to minimize downtime and extend equipment life. Working cross-functionally with engineering, production, quality, procurement, and stockroom teams, the Manager establishes performance metrics, leads root cause analysis, manages the maintenance budget, and implements continuous improvement initiatives that enhance reliability, control costs, and support operational excellence. Responsibilities Lead and develop the Maintenance and Reliability team, providing technical guidance, training, and performance leadership. Oversee preventative, predictive, and reliability-centered maintenance programs to maximize equipment uptime and minimize unplanned downtime. Manage maintenance planning, scheduling, and CMMS systems to ensure efficient work execution and cost control. Develop and implement reliability strategies aligned with operational goals and industry best practices. Partner with engineering, production, quality, procurement, and stockroom teams to support safe, efficient plant operations. Establish and monitor key performance indicators (KPIs) to drive continuous improvement in equipment reliability and workforce effectiveness. Lead root cause analysis efforts and implement corrective actions to address equipment failures and performance issues. Manage the maintenance budget, optimize spare parts inventory, and identify cost‑saving opportunities. Ensure compliance with safety regulations and promote a strong safety culture across maintenance operations. Requirements and Qualifications The Maintenance & Reliability Manager will have a BSME or BSEE and 10 + years of experience in maintenance and reliability engineering within petrochemical or paper mill plants. 10+ years of experience in maintenance and reliability engineering within heavy industrial, petrochemical, paper mill, or manufacturing environments. 5+ years of leadership experience managing maintenance teams in a production setting. Strong hands‑on experience in troubleshooting and resolving complex equipment and reliability issues. Demonstrated knowledge of modern maintenance best practices, including preventative, predictive, and reliability‑centered maintenance. Experience with CMMS and work order management systems. Working knowledge of OSHA safety standards and industrial safety practices. Strong organizational, analytical, and prioritization skills. Must be legally authorized to work in the United States. Competencies Technical and Functional Skills: demonstrates knowledge, skills and abilities required for the job; is proficient with job‑related technology, tools and systems, and can operate them within required guidelines/expectations for safety, accuracy and speed. Achieves Goals and Results: Focuses on results and the key tasks and objectives that are needed to accomplish individual and team goals; Sets goals and objectives and reviews progress regularly. Works to make sure the team’s daily, weekly and monthly work, projects and initiatives get done right and on time. Communication: Listening: Pays attention to and actively seeks to understand the comments, questions, and views of others; doesn’t interrupt, finish people’s sentences or ignore what is being said; avoids distractions and focuses on the person and message; Informing: Lets people know of decisions, changes and other relevant information in a timely fashion. Provides people with information they need to execute important roles and responsibilities of their job. Keeps others informed of key factors and events that impacts their work as an individual, team and/or division; Oral Communication: Speaks effectively one‑to‑one and in groups; articulates important information that helps others to understand context and to make solid conclusions and decisions. Uses his/her words to help provide clarity, direction, and understanding; Written Communication: Writes clearly and effectively using appropriate style, format, grammar and tone in informal and formal communications. Documents key information as is appropriate for different contexts, such as email communication, reports, briefs, proposals, etc. Presents written ideas in a brief and logical way. Integrity and Trust: Consistently tells the truth and demonstrates the core values and behaviors of the business. Interacts with others in a way that instills confidence in the individual and the organization; keeps commitments and admits mistakes; does the right thing in a reliable way. Avoids words, actions or attitudes that could impact other employees, team members, or the business units in a negative way. Customer Focus: Clearly understand the requirements, expectations and needs of internal and external customers; interacts with others in a way that builds trust, respect and loyalty; Takes care of internal and external customers through meeting their needs and developing win/win solutions. Decision Quality: makes good decisions based on understanding, experience and solid judgment; has a good track record of making good decisions; seeks out and works with other important stakeholders to make sure everything is considered when making important decisions; understands the impact of his/her decisions on the people involved and on the business. Process Optimization: creates efficient and effective work flows; understands needs and outcomes, and is able to measure results; simplifies complex processes and comes up with fresh solutions to old problems; Strives to consistently improve work flow processes in terms of productivity, safety, and quality Adaptability: adapts quickly when facing new problems, situations, or projects; handles change well; responds to unexpected or unusual situations without panicking or giving up; is resourceful and creative when dealing with new or difficult situations; is open-minded; eager to learn and seek new knowledge. Interpersonal Savvy/Relationships: Builds and maintains good relationships with all types of people; understands and respects others’ perspectives and individual differences; ability to influence others through positive relationships; builds relationships between his/her area of responsibility and other areas, teams and departments. Self-Development: is committed to personal and professional growth and development; Is aware of his/her strengths and weaknesses; is open to seeking/receiving feedback and makes adjustments to his/her behavior as needed; actively embraces new challenges and opportunities for growth. As strategists, operational experts, customer advocates and team players, we all believe in the power of our people. Explore how you can become a part of our team of strength and commitment that's built to last! DIS-TRAN Steel is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. DIS-TRAN Steel is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). 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