Navistar Supplier Quality Engineer Jobs & Careers

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4 days ago

Sr. Supplier Quality Engineer

Navistar Tulsa, OK +2 locations

and shareholders. The Senior Supplier Quality Engineer, located in Tulsa, Oklahoma, will… Glassdoor

7 days ago

QC Engineer Lead

Navistar Lisle, IL +2 locations

The QC Engineer Lead will lead manufacturing APQP activities on all assigned product launches, including potential activity at suppliers. In… CareerBuilder

4 days ago

Quality Engineer

Navistar Tulsa, OK

• Support Quality at the point of application. • Drive issue containment and root cause analysis. • Collect and communicate internal quality… Glassdoor

4 days ago

Sr. Quality Engineer

Navistar Tulsa, OK

• Support Quality at the point of application. • Drive issue containment and root cause analysis. • Collect and communicate internal quality… Glassdoor

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Troy Clarke
68 Ratings
  1. 2 people found this helpful  

    Can't stop the bleeding

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Business Development Manager in Lisle, IL
    Former Employee - Business Development Manager in Lisle, IL

    I worked at Navistar full-time (more than 8 years)


    -Decent starting compensation
    -Large (somewhat falling-apart) campus
    -A few "diamonds in the rough' for coworkers
    -2 Parking Garages
    -Great starting benefits for now


    Please note, most of these Cons occurred after Dan Unstian was fired and the massive "transformation" began.

    - Promotions/Reviews: Their system started as a way for normal employees to steadily progress within the company. However, their new focus on "cost savings" has severely crippled their retention. Employees are given a rating of 1-5 which decides their rate change/promotion or discipline depending on their score. Scores of 4 or 5 are guaranteed compensation increases, while 3's are the most common (met expectations). These scores reflect the employee's Development and Business goals, neither of which the employee has any say in. Managers have "Calibration meetings" at year-end where they are strongly discouraged at giving 4's or 5's, no matter what the employee has accomplished.

    - Leadership: Their best sales and business staff has fled this company long ago. The ones staying, are ones currently under a retention bonus contract that pays them a lump sum every 6 months for the duration of 2 years. If you're looking to grow with a company, you would best serve looking elsewhere. Additionally, they have been playing the "hold the lines, we're nearly there" card for nearly 2 years. During those two years, nearly 40% of their Lisle employees were either laid off, fired, or have gone to greener pastures. They can't stop the bleeding, and they're panicking.

    - Human Resources: Their HR is split into 3 separate areas: the Human Resource Consultants (not contractors), Talent Acquisition and the Employee Retire Information Center. You won't find this at most companies because it creates discord and confusion. There have been consistent rumors the last 6 months involving the outsourcing of HR entirely, or at the very least ERIC. There's simply no reason to have 3 separate departments staffed servicing what is left of the company.

    -Recognition/Culture: 4 years ago, a yearly company paid Christmas outing was what everyone looked forward to. Employees were routinely rewarded for going above and beyond both inside and outside of the workplace. After the transformation, you will not find that here anymore. Lump Sum awards now have a cap of a miniscule amount on them, and they are strictly given to senior management and above. They've recently lifted part of Toyota's and Google's culture motos, but none of the results and work that need to go behind it. A culture change is far more than changing your internal slogan.

    Advice to ManagementAdvice

    I grew up with Navistar, and it broke my heart these last 3 years watching it pick itself apart. It's becoming increasingly evident by the atrocious retention rate and lack of morale, that the company is downsizing itself to be small enough to sell off. The job market has changed dramatically in the last 2 years. People have choices now, and Navistar fails to realize this.

    Doesn't Recommend
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