A Trailblazer in the Manufacturing Landscape

Julie Snyder's journey in the manufacturing sector is a narrative of resilience, innovation, and leadership. Her career, spanning nearly a decade at Principal Manufacturing Corporation, exemplifies the evolution of women in traditionally male-dominated fields. Starting in accounting and rising to the position of HR Manager, Julie's story is an inspiration, particularly for women aspiring to carve a niche in manufacturing.

Breaking Barriers: A Woman in Manufacturing

Julie's early days in manufacturing were marked by the challenge of being one of the few women in the field. Her resilience is evident in navigating this landscape, focusing on her skills, understanding her job, and recognizing the value she brought to the table. Her advice to women is empowering: "Go for what your heart says, and don't let anybody intimidate you." This mantra has guided her career and is a beacon for other women embarking on similar paths.

Principal Manufacturing Corporation: Engineering Solutions for the Automotive Industry

Under Julie's HR leadership, Principal Manufacturing Corporation, a company specializing in engineering solutions for the automotive industry, has witnessed significant growth and innovation. The company's expertise in tool and die, CNC machining, and mechanical maintenance is a testament to its commitment to quality and excellence in manufacturing.

Responding to Industry Challenges through Apprenticeships

Confronted with the difficulty of finding skilled workers and an aging workforce, Principal Manufacturing implemented apprenticeship programs as a strategic response. Over eight years, these programs have evolved, covering tool and die, CNC machining, and mechanical maintenance. The success of these apprenticeships is reflected in the company's low turnover rate and the ability to mentor and retain talent within the organization.

Julie's Role in Fostering Future Talent

Julie's proactive engagement with local high schools and junior colleges has been pivotal in sourcing apprentices for Principal Manufacturing. Her efforts have culminated in a thriving apprenticeship program with 12 active apprentices, including two in machine maintenance, one in CNC, and nine in the tool and die program. Four apprentices have just completed their program and have transitioned to journeyman status, which underlines the program's effectiveness.

Partnership with the Department of Labor

Recognizing the value of formal recognition, Julie guided Principal Manufacturing in registering their program with the Department of Labor. This partnership ensures that apprentices receive certificates recognized globally, affirming the quality and rigor of their training. Apprentices who complete their three or five-year commitment with Principal Manufacturing emerge with credentials that bolster their career prospects anywhere in the world.

Impact and Future Aspirations

Julie's influence at Principal Manufacturing extends beyond her role as HR Manager. She has been instrumental in shaping a culture that values continuous learning and skill development. Her vision for the future includes expanding the apprenticeship programs, further integrating them into the company's growth strategy, and continuing to break barriers in the manufacturing industry.

In the Spring of 2024, the Business Employment Skills Team (BEST, Inc.) worked with Sterling Schools and BloomBoard, Inc., to develop a training strategy to address an ongoing shortage of certified teachers in rural Illinois. As a U.S. Department of Labor-recognized Registered Apprenticeship intermediary, BloomBoard, Inc., created the first turnkey pipeline strategy for school districts in the U.S.

The Apprenticeship Specialist at BEST, Inc., was approached to provide technical assistance regarding specific requirements for Registered Apprenticeship standards in Illinois, including Safety Training and Non-Sexual Harassment Training. The final set of apprenticeship standards was signed in May 2024.

Sterling Schools signed onto the BloomBoard standards as a participating employer to increase its pipeline of certified elementary education teachers. Training will begin in Fall 2024.

The Business Employment Skills Team (BEST, Inc.) worked with JoCarroll Energy and Wolf Line Construction to establish broadband technician standards in response to the lack of fully trained technicians in the northern portion of the workforce area.

BEST, Inc. also assisted two Career, Technical, and Education (CTE) institutions with career exploration materials. The Whiteside Area Career Center (WACC) received virtual reality goggles; both WACC and the CTE Academy in Hanover received career exploration virtual experiences to bring much-needed career and training information to the emerging workforce!

The partnerships with JoCarroll Energy, Wolf Line Construction, Whiteside Area Career Center, and the CTE Academy were an effort to retain local emerging talent and to make them aware of the skills needed for higher-paying opportunities available in broadband infrastructure installation.

To support JoCarroll Energy’s training needs, BEST, Inc. established a training lab and provided training funds for instructors at Morrison Institute of Technology to train JoCarroll apprentices. The Train-the-Trainer instruction was completed in June 2024, and apprentices will begin their instruction in the fall.

Danville Area Community College and Vermilion County Works (VCW) have served as an apprenticeship intermediary for several years. A partnership with the Illinois Rural Water Association (IRWA) began in April 2022 after they approached VCW about projects they are working on. IRWA was interested in getting assistance in getting their new Registered Apprenticeship Program (RAP) off the ground.

The IRWA approved the Water Operator and Wastewater Operator RAPs but struggled to convince cities and municipalities they work with to invest in apprentices. The need for new water and wastewater operators is significant, as many experienced operators are quickly reaching retirement age. Still, local budgets must increase to hire new talent to replace departing workers. The municipalities thought apprenticeships were good training opportunities and said they could hire new talent but were unwilling or unable to commit funds to support participation in apprenticeships, such as training expenses or tools and supplies needed for apprentices to train. Through Apprenticeship Illinois, VCW provided funding for training costs and supportive services to apprentices participating in the RAPs directly to the municipalities in the local area. The Village of Tilton was first to sign on, followed by the Village of Westville, the City of Hoopeston, and later Gibson City and the Urbana-Champaign Sanitary District.

The IRWA provided training to apprentices through an online training program, and the tools and supplies needed for instruction were paid for by the Apprenticeship Illinois funds. As a result, the IRWA’s apprenticeship program has seen significant growth over the past couple of years, and more municipalities continue to sign on to the program. The first graduate will finish his Wastewater Operator Certificate in the spring of 2024, with more graduates following later in the year. The online training program will also include an Illinois EPA Certification, allowing the local water systems to continue meeting regulatory requirements.