What are the responsibilities and job description for the Warehouse Manager and Production Lead position at MSSI?
Warehouse Manager / Production Lead
SPS is seeking a Warehouse Manager / Production Lead to manage and take ownership of current assigned (and new) programs with an in-depth understanding of the assigned Program(s) contract(s). This individual will Work closely with various internal departments, such as Program Financial Analysts (PFA), Contracts, Business Development, Human Resources, Recruiting, etc. You will also direct all phases of the assigned program(s) from inception through completion and meet corporate deliverables to ensure 100% customer satisfaction.
Responsibilities and Requirements :
- Production, Storage, Warehousing, and Inventory Control.
- Responsible for procuring, producing, inspecting, packing, packaging, storing, and controlling the inventory of equipment for all related programs, including variants, derivatives and replacements for all of these programs within.
- Responsible for maintaining and securing the warehouse and its inventory.
- Provide storage of all procured hardware, as well as Government Furnished Property (GFP) including Government Furnished Material (GFM) / Government Furnished Equipment (GFE).
- Maintain control of all items procured in support of production delivery orders and shall provide a monthly report of current inventory status to the Government.
- Experience in the Governments accountability systems including Logistic Modernization Program (LMP) and Defense Property Accountability System (DPAS) systems for :
o Experience in production, storage, and inventory control tasks as part of the Integrated Product Team (IPT) activities.
o Experience in all GFM / GFE to enable the Government to properly account for, inventory manage, transfer these items when necessary and support special inventories, i.e. Army Audit.
Education / Skills :
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)
