The Industrial Engineer applies engineering principles, industry experience, and technical leadership to the design and implementation of new or improved products, processes, or services that provide the greatest promise of results for Hallmark’s businesses.

Possesses a breadth of knowledge that suitably serves the constantly evolving needs of our company and promotes the larger success of our endeavors. Contributes to the Labor Management Program through overseeing time studies that hep support a performance-based pay system. Demonstrates a depth of knowledge in one or more professional fields to supply the authority and expertise necessary for driving important priorities forward. Surveys continuously our industry and those adjacent for insights. Incorporates lean practices throughout any undertaking for maximum impact.

The Industrial Engineer contributes to envisioning a desired future state, influencing colleagues and leaders to embrace this position, and shaping strategies to realize the goal for all types of customers. Recommend solutions, plans development and execution, and performs at an accelerated rate to deliver as required. Conveys clearly the expected outcome.

Deals effectively with ambiguity and frequent demand changes. Collaborates occasionally with partners for shared benefit. Represents the focused interests of Hallmark in planning and building unique capabilities. Fosters good relationships with external suppliers that advance our standing ahead of competitors. Mentors' peers where apropos to expand our foundation of wisdom and acumen.

Essential duties and responsibilities:

Champions endeavors to innovate through engineering for measurable business growth. Contributes to envisioning a desired future state, influencing others to embrace this position, and shaping strategies to realize the goal.

Recommends solutions that promise incremental improvements to business results, plans development and execution, and performs as an individual contributor and sometimes a leader to deliver outcomes as expected.

Builds relationships with collaborators both internal and external that have the potential to benefit the company with shared opportunities.

Mentors' other engineers to expand Hallmark’s technical knowledge base.

Basic Qualifications

• Bachelor’s of Science in industrial engineering.
• 3 or more years of related experience

Preferred Qualifications

• 5 or more years of related experience
• Experience in leading change and innovation
• Experience with financial analysis and justification and management of large projects
• Experience in leading cross-divisional teams
• Diverse experience across supply chain, product development, and/or business assignments
• Strong demonstration of business insight, strategic mindset, managing complexity, driving vision and purpose, global perspective, and organizational savvy competencies

Additional information

• This is an on-site position at the Liberty Distribution Center with occasional flexibility to work off site

Now’s your chance to embrace a future with Hallmark—just follow the instructions below to apply.

You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF.

In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.

Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.

Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.

HALLMARK – Because Connecting With Each Other Has Never Been More Important

For more than a century, Hallmark has been bringing people together and improving the relationships that matter most. That’s why millions of people all over the world connect with the Hallmark brand. It has always been a mission so much bigger than any one of us who work here. Today, we need empathetic learners, strategic thinkers, and enthusiastic visionaries with diverse experiences and skills to help us create the rest of Hallmark’s second century as we shift to a more digitally savvy, unified approach that combines the best of brick-and-mortar retail with the efficiency of dot-com spaces. Help us imagine what our next hundred years could look like!

When you join Hallmark, we will go out of our way to make you feel like part of the team, even in a remote/hybrid work environment. In the day-to-day, we’ll make the best use of the skills and talents you already have. We’ll also give you leadership opportunities and show you multiple potential pathways to future success.

Our culture of care for our consumers and for one another shows in the way we embrace different backgrounds, identities, and working styles, deliberately seeking out ways to be more inclusive both internally among our work groups and externally through the things we make and sell to our retail partners and consumers. We believe that a broadly inclusive, equitable approach is also our best path to future success. We’re seeking out those who can bring a fresh perspective to our business and would love your input as someone new to our team! We can only change and grow when we intentionally include new perspectives–like yours.

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)