Resource & Production Planner

Resource & Production Planner

Salt Lake City, UT

Job Type

Full-time

Description

Heritage Industries is hiring a Resource & Production Planner to own the scheduling engine behind our vehicle upfitting business. This role plans and sequences work across technicians, bays, parts, and subcontracted operations so that jobs move through the shop on time, with the right materials staged and the right people and space available. The ideal candidate thinks in terms of capacity, constraints, and material availability.

What You'll Do

• Build and maintain the master schedule for all upfitting jobs, sequencing work orders against available bays, technician capacity, and promised ship/delivery dates.

• Run material requirements planning (MRP) in Business Central to ensure parts and kits are on hand or on order ahead of scheduled build dates; resolve shortages before they hit the floor.

• Assign and load-balance technicians and bays by skill, certification, and job complexity, adjusting in real time for absences, rework, and rush orders.

• Monitor open sales orders, production orders, and purchase orders in BC to identify parts, capacity, or timing conflicts before they cause delays.

• Partner with Purchasing/Parts to expedite critical shortages and with Shop/Field Service leads to re-sequence work when priorities shift.

• Maintain accurate item lead times, routing/work center data, and capacities in BC so planning outputs stay reliable.

• Produce daily/weekly capacity and schedule-adherence reporting (e.g., PSQDC-style dashboards) for operations leadership.

• Support S&OP-style conversations — translating sales pipeline and backlog into a realistic production plan.

• Continuously improve planning processes: standard build times, bay utilization, kitting practices, and schedule stability.

Required Qualifications

• 3+ years of experience in production/resource planning, scheduling, or materials planning, ideally in a manufacturing, fabrication, or vehicle upfitting/fleet environment.

• Solid working knowledge of MRP concepts demand vs. supply, lead times, safety stock, order policies, and how planning decisions cascade through a BOM/routing.

• Comfort working across multiple constraints at once (people, physical space, and parts) rather than pure single-resource scheduling.

• Strong Excel skills for ad hoc analysis and reporting.

• Clear, proactive communicator who can push back on unrealistic commitments and coordinate across shop, parts, and sales.

• Organized and detail-oriented; comfortable re-prioritizing multiple times a day as jobs move.

Preferred Qualifications

• Hands-on experience with Microsoft Dynamics 365 Business Central (Production Orders, Planning Worksheet, Requisition Worksheet, Routings, Capacities/Work & Machine Centers).

• APICS/ASCM certification (CPIM) or equivalent formal MRP/scheduling training.

• Experience in truck/van upfitting, fleet services, or a fabrication/job-shop environment with high build variability.

• Familiarity with lean scheduling tools (visual boards, PSQDC, capacity heat maps) and continuous improvement methods.

• Exposure to field service or shop service ticketing systems alongside production scheduling.

Success Looks Like

• On-time schedule adherence improves and expedite fire-drills go down because shortages are caught days, not hours, ahead of build.

• Bay and technician utilization is visible and balanced — no single bay or tech chronically overloaded while others sit idle.

• Operation

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).s leadership has a reliable, current view of what's scheduled, what's at risk, and why.

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)