Material Supervisor

Key Areas of Responsibility (Answerable for the following end results)

• Supervise Material Handlers in support of shipping, receiving, and production plant-wide.
• Assist production and the Material Planners in GMSPO on-time shipments.
• Assist Materials Manager in meeting planned budget.
• Responsible for manning appropriately to support production requirements and meet budgeted overtime.
• Assumes special assignments as directed by Materials Manager that include, but are not limited to, inventory control issues, cost savings, and layout improvement for material flow, etc.
• Ensure windows of trucks are maintained and shipments are met per customer requirements.
• Maintain Material Handler employee reviews and takes appropriate disciplinary action when required.
• Ensure and assists in all facility special project assignments.
• Ensure a smooth transition between shifts.
• Coordinate with production to ensure daily schedule shipments will be met.
• Responsible to ensure plant housekeeping is neat and organized with Shift Supervisors.
• Ensure all paperwork for shipping (Bills of Lading, Manual Shippers, etc.) is completed.
• Oversee truck drivers and schedules appropriately.
• Ensure all QS-9000/TS16949 requirements are maintained.
• Develop appropriated packaging methods where appropriate.
• Coordinate appropriate material rack storage for production/customer requirements.
• Communicate/coordinate with customers when appropriate (i.e. Customer obsolescence claims, etc.)
• Document all activities as required.
• Adhere to all company guidelines for Emergency Evacuation to ensure employee safety.
• Any additional responsibility deemed necessary by management.

Limits of Authority

• Advise Department Manager of those situations that may pose a significant risk to the program, product assurance, facilities, employee safety or customer satisfaction results.
• Initiate actions to prevent the occurrence of any nonconformance relating to product, process & systems.
• Identify and record any problems relating to the product, process or system.
• Initiate, recommend or provide solutions thought the appropriate channels and verify implementation.
• Control further processing and delivery of nonconforming product until the deficiency is corrected.

Basic Education, Experience and Skills Required

• High School Diploma or equivalent. 2 year college degree preferred or equivalent combination of education and experience
• Traffic and logistics background
• Strong computer skills (preferred Trans4M)
• Strong communication skills verbal and written
• Knowledge of GM’s ISP/JIT systems
• Strong attention to detail and follow-through
• 3-5 years applied supervisory experience in a high volume-manufacturing environment, preferably automotive suppliers is highly desirable or equivalent

Internal Training (Minimum Requirements)

• Orientation
• Vision and Culture
• Departmental Training
  • DOT Training
  • Hi-Low
  • Spill Response
  • Hazardous Communication
  • Process – Materials Management
  • Process – Shipping Management
  • Process 06 – Dakkota Production System
• Company Training
  • BOS Overview
  • Information Technology
  • Outlook
  • Trans4M Overview
  • Purchase Requisitions
  • Quality Mission Statement
  • Expense Reporting
  • Travel Management System

Health, Safety and Physical Demand Requirements

• Normal amount of sitting and standing, average mobility to move around an office and plant environment, able to conduct normal amount of work on a computer.

Risks Associated with Job Function

• Spill Response

• Up to 5% travel required
• Valid driver’s license required

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)