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Hallmark HMK Maintenance Planner in Lawrence, Kansas


FIND OUT WHAT IT IS LIKE TO BE A PART OF HALLMARK SUPPLY CHAIN (https://dvfhg2ep2o4ho.cloudfront.net/Supply+Chain+Sense+of+Purpose_Final+(1).mp4)


Hallmark Cards, Inc. believes that when you care enough, you can change the world. That’s why we are dedicated to creating a more emotionally connected world and making a difference in the lives of others. The Hallmark Lawrence Greetings Production Center is in Lawrence, KS and opened in 1958. The facility is 650,000 square feet and is one of two primary U.S. manufacturing facilities supporting Hallmark Cards, Inc. This facility specializes in producing and packaging all of Hallmark’s domestically produced greeting cards and about 98% of all envelopes for Hallmark North America. The Lawrence Greetings Production Center employs more than 800 people.

As a Maintenance Planner, you will support the Operations team at the Lawrence Greetings Production Center from a maintenance perspective.


The Maintenance Planner’s responsibilities include planning and coordinating all planned maintenance activities performed in an assigned area at the Lawrence Production Center.

The Maintenance Planner is the on-site coach, trainer, and expeditor of materials and personnel. The Maintenance Planner develops the scheduled maintenance programs and processes for the production facility to minimize impact on production. The Planner pre-evaluates the need for replacement parts and places orders. This position plans for interruptions in work and develops backup plans to minimize the interruptions for the production facility.

The key metric for the Maintenance Planner is to develop a strategic plan to reduce departmental costs and to make sure area is meeting key production targets.

The Maintenance Planner will report to the Operations Manager and collaborate with Operations Supervisors.


  • High School diploma or GED

  • Formal Maintenance Planner training

  • At least 5 years of experience in a maintenance planner role


  • Ability to interpret and use equipment drawings

  • Ability to interpret and use predictive maintenance reporting

  • Demonstrated ability to be highly collaborative

  • Ability to act with diplomacy and tact

  • Ability to manage priorities and competing deadlines

  • Confidence in decision making

  • Ability to use data to inform decisions

Now’s your chance to embrace a future with Hallmark—just follow the instructions below to apply.

You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF. 

In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.

Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.

Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.

HALLMARK – Because Connecting With Each Other Has Never Been More Important

For more than a century, Hallmark has been bringing people together and improving the relationships that matter most. That’s why millions of people all over the world connect with the Hallmark brand (https://www.hallmark.com/) . It has always been a mission so much bigger than any one of us who work here.

Today, we need empathetic learners, strategic thinkers, and enthusiastic visionaries with diverse experiences and skills to help us create the rest of Hallmark’s second century as we shift to a more digitally savvy, unified approach that combines the best of brick-and-mortar retail with the efficiency of dot-com spaces. Help us imagine what our next hundred years could look like!

When you join Hallmark, we will go out of our way to make you feel like part of the team, even in a remote/hybrid work environment. In the day-to-day, we’ll make the best use of the skills and talents you already have. We’ll also give you leadership opportunities and show you multiple potential pathways to future success.

Our culture (https://corporate.hallmark.com/culture/hallmark-family/) of care for our consumers and for one another shows in the way we embrace different backgrounds, identities, and working styles, deliberately seeking out ways to be more inclusive both internally among our work groups and externally through the things we make and sell to our retail partners and consumers. We believe that a broadly inclusive, equitable approach is also our best path to future success. We’re seeking out those who can bring a fresh perspective to our business and would love your input as someone new to our team! We can only change and grow when we intentionally include new perspectives–like yours.

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)