OMNI Systems, the largest privately held US label converter, has relied on the latest cutting-edge technology to establish its position in the industry. Most recently, OMNI was named to Inc.’s 2025 Best in Business list in the “Best in Innovation” category.

The recognition highlights OMNI’s leadership and ROI-driven approach to innovation, sustainable manufacturing, and operational excellence.

The label manufacturing industry has grappled with a multitude of challenges, from supply chain to workforce. And OMNI has positioned itself to match these obstacles with a wide range of capabilities. Automation and artificial intelligence (AI) will play a pivotal role in the company’s present and future.

“Leveraging technology pulls people out from the weeds and allows them to focus on value-added tasks,” explains Mike Murton, president, OMNI Systems. “Press operators are a great example, as their jobs demand day-to-day monitoring of production quality, workflow management, calibration, and troubleshooting of equipment. Simply put, the electronic eye is better than the human eye. By removing constant manual inspection, AI and automation technology gives our press operators the space to coach others, interpret data, and develop the next level of talent on our floors.”

Adopting new technology

In many ways, the industry sees AI and automation as replacements for dedicated workers. On the contrary, technology can help employees better perform their tasks. Plus, these capabilities generate opportunity in the absence of employees. Both AI and automation serve as the next wave of technology – even while automation is far more accepted in today’s label printing facilities.

“The way people talk about AI now is the way people talked about automation five years ago,” remarks Murton. “Any time there’s discussion around Lean Manufacturing and automation in the workforce, people fear their jobs are in jeopardy. The sentiment is very different here at OMNI. As I see it, automation is an enhancement tool — not a reason for headcount reduction. It allows manufacturing floor staff to focus more on value-added activities.”

Historically, OMNI Systems required entry-level roles that included sitting at an inspection table —unwinding, rewinding, and looking for defects. Now, OMNI can simply run materials through an automated inspection system. This creates more opportunities to develop and transition employees into other high-value roles throughout the business. These often include moving from the plant floor to label design, technical support, or research and development.

“The result of incorporating this technology is the ability to promote from within more often,” states Murton. “We’re proud of the fact that 61% of our workforce has been with OMNI for 15 years or more. Most importantly, that ability to shift people around keeps their minds sharp and motivated, minimizing the risk of worker fatigue or operational negligence.”

Where AI fits into label manufacturing

The reliance on data will impact future success in the label industry. Many of the newest presses tout the ability to provide operators with real-time data to ensure maximum productivity. Technological advancements will pave the way.

“People may not always link the two, but automation and AI go hand in hand,” says Murton. “As automation has allowed us to get wider and faster in recent years, AI can help us determine needs based on historical usage and current customer forecasts. In our maintenance planning, we’ve driven down spare parts costs through predictive and preventive maintenance — projecting equipment lifespans rather than relying solely on the manufacturer’s recommendations.

“We’ve even developed a ‘should-cost’ model for more accurate, data-driven estimates,” he continues. “Incorporating AI into our maintenance and inventory planning has created opportunities to analyze historical usage, customer usage, and forecasting. Ultimately, AI allows us to pinpoint those gray areas in our operations — clearly identifying a true problem area that needs to be addressed, or a real success area that can cascade across the business.”

In the future, technology is only going to become more prominent. “Mundane, repetitive tasks will ultimately be taken over by robotics, challenging us to be more strategic in our thinking while focusing on what matters most—our customers,” says Murton. “Even outside the production floor, sales teams can experience more wins by leveraging AI’s Customer Relationship Management (CRM) and invoicing capabilities.”

OMNI ultimately looks to how any investment will impact its customers. The company takes a methodical, structured approach toward investments in technology. “We continue to ask ourselves: What does the return to the business look like and how does it benefit our customers?” says Murton. “Any investment must meet our ‘lowest cost, highest quality’ value proposition to ensure a strong benefit our customers.”

The OMNI experience

OMNI has placed a premium on its dedicated employees. Meanwhile, the company strongly fosters growth throughout the organization.

“Our workforce embraces a learning mindset, and thanks to automation and AI, there are more opportunities to advance skillsets, expose people to more complex roles, and promote from within,” comments Murton. “We offer a 90-day trial run for all employees, meaning they can test drive a position, and have real experience in determining it being a long-term fit. Whether it’s on the production floor or in an office setting, they are exposed to something new and get to learn by doing. They leave each workday feeling good because they contributed to something bigger. And it allows us to better assess their skillsets and identify areas for growth.”

Technology will not stop manufacturers from seeking out talent, either. With the ongoing workforce challenges, finding and retaining qualified team members becomes even more paramount. “Manufacturers are faced with a skilled labor shortage that impacts their ability to replenish talent or fill in gaps when needed,” notes Murton. “That’s why it’s so important to attract and retain the best talent and keep investing resources into talent development. People leave organizations because they feel stagnant in their careers, underdeveloped, or what they are doing is not adding value.”