ArvinMeritor's Light Vehicle Systems (LVS) business group is one of the leading suppliers to the world's passenger car and light truck industry. Focused on developing advanced technologies and integrating critical components into efficient systems solutions, LVS has succeeded in developing new technology that improves product performance and lowers manufacturing costs for our growing list of OEM customers.
LVS is currently looking for high-potential candidates for a number of positions. In doing so, ArvinMeritor's goal is to ultimately provide the organization with talented leaders who will join our empowered teams of sound decision-makers and contribute to our long-term growth strategies.
At the entry level, we expect these talented new employees to have an immediate impact on company performance. In return, we offer clear definition of each job and its purpose, and provide significant opportunities for personal and professional development.
We embrace continuous improvement and an employee-valued culture. ArvinMeritor's continuous improvement philosophy encourages us to create and sustain an environment where people take pride in individual talents and achievements, while recognizing the value of empowered teams in driving the company's ongoing success.
Rather than the traditional, one-on-one interview method of recruiting, LVS has developed a three-step selection process that lets us really get to know candidates and observe their abilities in action. In addition, candidates have the opportunity to interact with current ArvinMeritor team members, including managers and leaders from cross-functional business groups.
Step One - Cross-functional teams from ArvinMeritor, including hiring managers, visit leading colleges and universities to meet undergraduate candidates and conduct brief one-on-one interviews. Qualified candidates are called back for Step Two.
Step Two - Candidates participate in a one-and-a-half day assessment at an ArvinMeritor location. Activities include individual and group exercises with peers, as well as interviews with a variety of ArvinMeritor representatives.
Step Three - Selected candidates are offered a letter of intent in the co-op, intern or graduate program. Co-op students are recruited from the freshman to junior class levels. Interns are recruited beginning at the junior class level. College seniors begin working after graduation and follow ArvinMeritor training program models for the first two or three years with the company. These training models provide a balance of corporate skills and technical training, and are directed by reporting managers and human resources personnel at the corporate and business group level.
|
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
| Functional Areas* |
Midwest |
Northeast |
Southeast/South |
| Continuous Improvement/Quality |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
Engineering
Advanced Engineering
Product Engineering
Manufacturing Engineering |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
● |
| Finance |
|
● |
● |
|
|
|
● |
|
|
|
|
|
|
|
|
|
|
| Human Resources |
|
|
● |
|
|
|
|
● |
● |
|
|
● |
● |
|
|
|
|
| Information Technology |
|
● |
|
|
|
|
|
|
|
|
|
● |
|
|
|
|
|
| Procurement |
|
|
● |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
| Sales and Marketing |
|
|
● |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
* LVS is a global business group with more than 65 locations in 23 countries. The positions detailed are specific to the United States and Canada, however specific placement is not guaranteed. These positions may or may not be currently available.
