Supr Factory Floor

POSITION SUMMARY: 

To ensure employee safety, product quality and asset performance while delivering on time the shift/line/area production plan. This is accomplished by leading a team of approximately 30 employees. Leadership of people includes participating in the hiring process, employee on-boarding, performance management and corrective action. Proactive cooperation with other groups on site and within NUSA to ensure that their area and people are fully aligned with the organization. 

Modeling the way for others by practicing what is preached to create and maintain a workplace culture that engages and motivates associates at all levels. Focusing on results to deliver success as measured by key performance metrics. 

PRIMARY RESPONSIBILITIES: 

1. Ensure the timely deployment of People development plan and assure the competencies of his/her team as per the agreed plan with PM (proper training inclusive of equipment, safety procedures, and hygiene) Enforce strict compliance to standard operating procedures (SOPs) by all personnel within the team. 
2. Ensure a safe work environment is maintained at all times. Updated work instructions available for all positions. Processes are run in accordance with SOP's, SSOP's and other documentation. Activities being performed having an environmental impact are communicated and accomplished according to the environmental management. 
3. Ensure quality objectives are met including regular adherence to Good Manufacturing Practices (GMP’s), performance of sanitation audits, food safety checks, and product quality checks conducted according to policies. Actively participate in prevention and correction of quality -related errors. Check and enforce personnel hygiene & safety e.g. protective clothing (uniform), shoe change & hand wash. 
4. Ongoing coaching of employees to fulfill and exceed the requirements of the job through NCE approach. Daily review of achievement of targets and report variances during on-the-floor and review meetings. Ensure the development and implementation of action plans to address root causes of failures and support continuous improvement initiatives. Facilitate seamless handoffs and communicate key information to peers, team members and Production Management 
5. Ensure continuous line Controls and immediate corrective action to assure prescribed quality and to ensure compliance with manufacturing instructions, internal and external regulations, procedures & policies. 
6.  
• Travel requirement = 5% 
• Ensure ongoing smooth operations of factory through effective employee and industrial relations management. 
• Ensure that there is an adequate distribution of skills to enable production plan to be achieved effectively. 
• Ensure timely launch of new products to the Market as per agreed with the business unit/area. 
• Ensure adequate maintenance of the installations in coordination with quality, engineering & administration. Review daily maintenance effectiveness with Maintenance Mechanic(s) and Team members to identify opportunities for improvement. Prioritize, schedule, and ensure Maintenance & Repairs are completed to maximize efficiency. 

SUPERVISION RECEIVED: 

Reports directly to Production Manager, Shift Manager, Operations Manager, or Factory Manager. 

SUPERVISION GIVEN: 

The ability to ensure smooth operation through effective staff management and deployment of the team: 

• Maintain properly skilled crew at all times and minimized use of overtime hours 
• Control absenteeism by supervisory emphasis and counseling as necessary 
• Ensure accomplishment of teams assigned duties and continued development of skills and competencies 
• Ensure record keeping is accomplished correctly 

FINANCIAL/STRATEGIC IMPACT: 

• Delivery of scheduled production, on time, within cost, and at quality level 
• Lead role in developing the budget & capital plan for their area and identification of Productivity Improvements 

COMPETENCIES: 

At the Highly Developed Level include 

• Results Focus – Set ambitious objectives and motivate the shift to achieve them. 
• Lead People – Communicate what has to be done to gain the understanding and commitment of the people to achieve the objectives. 
• Practice What You Preach – Be a role model for his/her team and consistently acts according to the Nestle principles and values. 
• Proactive Cooperation – Works collaboratively with others demonstrating commitment to achieve group objectives. 

Behaviors 

• Adaptable - Adjust approach to match varied task requirements; Adjust behavior to others’ styles; Change        priorities to meet changing demands; Adjust quickly to new responsibilities and tasks.   
• Communication - presents ideas optimally, actively listens and works across functional boundaries.   
• Teamwork/ Cooperation - effectively working within and outside the formal line of authority   
• Performance – Open to change and will always look for better, simpler, and more effective ways of operating.    
• Hands on approach. – Decisions and plans based on seeing and being part of the event, not solely based on report reading.   
• Zero compromise on Quality and excellence. – Hygiene, Process, Labor resource and Waste.    
• Entrepreneurial – challenges the status quo and explores new ideas and opportunities.   
• Continually striving to increase the knowledge of the processes and products - Understand all tasks, processes and activities as an expert in Ice cream.   
• Accountability – Personal commitment, full participant who uses personal impact to build the business.   
• Consumer focused – Produce product to the agreed quality standards.   
• Know Your People – Spend time getting to know your people, their skills, interests, knowledge, etc. 

Work Environment:   

In this position, the employee will regularly work with and around others; in a wet and/or humid environment; in areas of high noise level; and around mechanical, electrical, and pressurized equipment. The work is fast paced.  

The position involves frequent exposure to nuts and other potential allergens.   

 The pay scale for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Dreyer’s Grand Ice Cream, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. The pay range for prospective employees in this role is $80,000.00   

 Dreyer’s Grand Ice Cream Inc. provides equal employment opportunities for all applicants, regardless of race, religion, gender, national origin, age, disability, marital status, veteran status, or any other protected characteristic. 

Salary : $80,000