COMPENSATION:
- $65,000-$85,000/year (DOE)
DUTIES AND RESPONSIBILITIES:
- Responsible for the day-to-day operations on the 2nd shift and for supervising team members.
- Responsible for all fill weight, counts, net weights and yields.
- Ensures lines and appropriate components are set up to accommodate the particular product scheduled for the day.
- Assigns and supervises team members in the performance of their assigned duties focusing on efficiency, cost, quality, quantity, safety and sanitation.
- Provides training to team members on the proper methods of carrying out assignments and good working habits.
- Works closely with the Quality Assurance department to insure continuous production levels.
- Maintains periodic checks to insure proper usage of materials and makes daily production reports reflecting yields, cooler inventories, waste, safety, and GMP's.
- Trains and counsels team members on GMP's, housekeeping, sanitation, and safety issues.
- Applies and understands company policies regarding GMP's, HACCP, Rules/Regulations, and Attendance.
SKILLS:
- High School Diploma, some college preferred.
- Minimum of five years' experience and/or training in a manufacturing/USDA environment.
- Must have a minimum of four years in a supervisory role and proven leadership skills.
- Must be able to work fluently in English.
- Strong attention to detail and extremely organized with elevated time management and prioritizing skills.
- Ability to multi-task in a fast paced, team orientated setting.
- Ability to communicate well with all levels.
- Basic knowledge in Microsoft Word, Excel, Outlook. Experience in M3 and Red Zone a plus.
- Bilingual (Spanish/English) a plus.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)