Luxfer Gas Cylinders is a leading global supplier of lightweight, high-pressure composite cylinders for storage and transportation of compressed natural gas (CNG), a clean-burning, environmentally friendly alternative fuel. Luxfer alternative fuel cylinders are also used for storage of bio-methane, hydrogen and other industrial bulk gases and are being used in more than 10,000 bus systems and 4,500 refuse trucks around the world.
What will this role of Quality Engineer (Alternative Fuel) entail?
As the Quality Engineer, youâ€™ll be responsible for provision of quality engineering support to the business from tendering through development, product introduction, and series manufacturing. This support will be both timely and effective to achieve right first time and customer satisfaction.
You will support the wider Alternative Fuels Systems team with the product development process, ensuring all aspects of APQP are applied, ensuring new projects are in line with customer requirements. Working closely with manufacturing and the internal quality control team, youâ€™ll help to ensure problems are resolved quickly and a continuous cycle of improvement is maintained.
Why work for Luxfer Gas Cylinders?
As the Quality Engineer(Alternative Fuel), youâ€™ll receive a salary between Â£35,000 - Â£40,000 per annum, dependent on skills, qualifications and experience. Youâ€™ll also receive:
- 25 days annual leave plus statutory bank holidays
- Excellent pension
- Up to 7 x base salary life insurance
- Share incentive plan
- Enhanced Company sick pay
- Enhanced family friendly policies
- Free on-site car parking
- Various discounts via Perkbox
- Salary sacrifice schemes such as, bike to work and car leasing
- Long service and recognition rewards
We also offer monthly company perks. Youâ€™ll be part of a company who will invest in your future with a programme of ongoing training, development and support.
What will I need to be considered for this Quality Engineer (Alternative Fuel) role?
- Proven experience in a similar Quality Engineering role
- Educated to degree level or equivalent (desirable)
- Strong analytical skills in quality assurance metrics and experience using root cause analysis techniques
- Ability to read and interpret technical drawings
- Experience using lab testing, inspection and measuring equipment
- Desire to support the business achieve manufacturing excellence for our customers
- Experience within the automotive industry would be highly desirable
Location: Primarily based at our manufacturing site in Colwick, Nottingham, however the role may involve occasional short notice travel across Europe (in line with relevant Covid-19 restrictions) and therefore flexibility will be required. Youâ€™ll be employed on a permanent contract.
More about us:
With a history dating back to 1898, we operate facilities Internationally, with more than 50 million Luxfer cylinders in service. We pride ourselves on an exemplary record for dependable service and safety. Our high-pressure aluminium and composite gas cylinders are used in a wide and growing variety of applications - such as life support, alternative fuel, medical, industrial, beverage, fire extinguishers, aerospace, inflation, scuba and performance racing.
We are an innovative technology driven business where Customer First, Integrity, Accountability, Innovation, Personal Development and Teamwork are our core values. At Luxfer we are passionate about what we do; the products we develop and manufacture and our long-term partnership with our customers.
All applications for this Quality Engineer (Alternative Fuel) vacancy are to be submitted online, and strictly no agency calls or agency CV submissions.
As part of any recruitment process, the organisation collects and processes personal data relating to job applicants. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
What information does the organisation collect?
The organisation collects a range of information about you. This includes:
- your name, address and contact details, including email address and telephone number;
- details of your qualifications, skills, experience and employment history;
- information about your current level of remuneration, including benefit entitlements;
- whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process;
- information about your entitlement to work in the UK; and
- equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health, and religion or belief.
The organisation collects this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment, including online tests.
The organisation will also collect personal data about you from third parties, such as references supplied by former employers. The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
Why does the organisation process personal data?
The organisation needs to process data to take steps at your request prior to entering into a contract with you. It also needs to process your data to enter into a contract with you.
In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The organisation may also need to process data from job applicants to respond to and defend against legal claims.
Where the organisation relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of job applicants, employees or workers and has concluded that they are not.
The organisation processes health information if it needs to make reasonable adjustments to the recruitment process for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
Where the organisation processes other special categories of data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is for equal opportunities monitoring purposes as permitted by the Data Protection Act 2018.
If your application is unsuccessful, the organisation will keep your personal data on file in case there are future employment opportunities for which you may be suited. The organisation will ask for your consent before it keeps your data for this purpose, and you are free to withdraw your consent at any time.
Who has access to data?
Your information will be shared internally for the purposes of the recruitment exercise. This includes members of the HR team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you.
How does the organisation protect data?
The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.
For how long does the organisation keep data?
If your application for employment is unsuccessful, the organisation will hold your data on file for 3 months after the end of the relevant recruitment process. At the end of that period or once you withdraw your consent, your data is deleted or destroyed.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in our Privacy Notice.
As a data subject, you have a number of rights. You can:
- access and obtain a copy of your data on request;
- require the organisation to change incorrect or incomplete data;
- require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
- object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing; and
- ask the organisation to stop processing data for a period if data is inaccurate or there is a dispute about whether or not your interests override the organisation's legitimate grounds for processing data.
If you would like to exercise any of these rights, please contact; email@example.com (HR Advisor)
If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all. If your application is successful, it will be a condition of any job offer that you provide evidence of your right to work in the UK and satisfactory references.
You are under no obligation to provide information for equal opportunities monitoring purposes and there are no consequences for your application if you choose not to provide such information.
Recruitment processes are not based solely on automated decision-making.
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