Relief Supervisor

Description

We currently have an opening for (1) Production Shift Relief Supervisor. Working within the limits of authority and within company policies and procedures, directs the activities of the department in areas of Production, Maintenance and Quality Control. The Production Supervisor is to produce products efficiently and safely within established policy and processes. Must be available to work various shifts with possible coverage on weekends & Holidays.

The statements included in this Position Description reflect, in general, the duties and responsibilities of this position and are not to be interpreted as being all-inclusive.

Essential Duties and Responsibilities:

Achievement of established department goals of production volume, quality, safety, and cost reduction

Provides leadership and guidance to employees for the purpose of development and establishing a good working atmosphere.

Coordinate daily production activities in order to meet business objectives.

Communicate non compliances in a timely fashion to appropriate Managers for corrective action.

Assigns job responsibilities to employees, according to policies to meet planned production schedules insuring that the proper equipment repair and operating techniques are followed.

Monitors changes in employee morale and works to resolve problems within his/her department.

Maintains employee records such as time sheets, absences, tardy records, overtime, and safety as required for the department.

Ensure standard operating procedures for job functions are accurate and up to date.

Responsible for assigned safety program.

Conduct accident investigation as needed.

Responsible for production employee job performance, including safety, orientation, training and discipline. Assure compliance with employee relations policies and programs.

Monitor and enforce all policies and formulations.

Instruct and train present and future employees as needed.

Coordinates with purchasing in monitoring inventory control and variance control of all packaging and processing supplies.

Lead continuous improvement activities to improve safety losses, performance results, processes and costs.

Required Qualifications:

High school diploma

Demonstrated ability to lead and motivate people

Demonstrated ability to evaluate the performance of direct reports Ability to think analytically

Ability to communicate clearly verbally and in writing

Ability to manage time effectively

Must show enthusiasm, initiative, pride in work and a commitment to the organization and its mission

Good computer skills, demonstrating proficiency in MS Windows, Word and Excel

Good human relations skills, ability to work well with others and be a team member

Preferred Qualifications:

Bachelors degree in Food Science or Business discipline.

Prior experience in Dairy/Food manufacturing.

Preferred Qualifications:

Bachelors degree in manufacturing technology or related discipline.

Prior experience in Dairy/Food manufacturing.

Pay: $64.8k-$87.5k/year

The salary range indicated in this posting represents the minimum and maximum of the salary range for this position. Actual salary will vary depending on factors including, but not limited to, budget available, prior experience, knowledge, skill and education as they relate to the position’s qualifications, in addition to internal equity. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays.

Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic.

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)