What are the responsibilities and job description for the Color Lab Coordinator/Administrator position at Burlington Industries V, LLC?
Come be a part of the most influential and heritage-packed company in Alamance County! Our company has a proven track record of providing a stable, genuine, & impactful place to work for many decades. A winning combination of innovative processes and top-notch, heartfelt leadership, the Burlington Finishing Plant is ready for you to join our team!
Employee Benefits:
- Health Insurance
- Vision Insurance
- Dental Insurance
- Short Term Disability
- Life Insurance
- 401(K) Savings Plan with Matching Contribution
- Paid Vacation Time
- Paid Holidays
- $1,500 New Hire Bonus
Elevate is looking for a Color lab coordinator/administrator to join our work family at Burlington Finishing Plant (formally known as Burlington Industries). Must be willing to work in a non-climate controlled environment and work overtime as needed, Drug testing and background checks are required upon offer of employment.
Primary Job Duties:
- Process incoming lab requests
- Process items through CDS system
- Update styles and color formulas; assign color numbers
- Creates customer submits as needed
- Customer service
- Correspond with plant management, planning, and division representatives
- Transitions paperwork from the color lab to the dye house to maintain
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Utilize ITM system; shade matching
Mandatory Prerequisites:
- Proven history of organizational expertise
- Strong customer service success
- Acceptable attendance record
- Positive demeanor
- Self-starter/ability to work independently and as a team player
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)
