Warehouse Supervisor-2nd Shift Monday-Friday

Position Overview

Supervisors have a unique opportunity to implant Red Gold's mission and values daily, facilitate change, and to mentor and develop their employees. This position is directly responsible for the productivity of the hourly workforce. The Warehouse supervisor ensures that goals and standards are met and that accuracy is achieved.

Duties and responsibilities may be added, deleted or changed at any time at the discretion of management, formally or informally, either verbally or in writing.

Responsibilities

Manage Daily Assignments

• Log daily warehouse activities
• Suggest possible process improvements
• Must have ability to change directions quickly
• Work with auditors to ensure that guidelines and procedures are being followed at all times
• Train and follow up with employees
• Administer disciplinary action to direct reports

Inspection of Warehouse

• Ensure that warehouse is clean and free from injuries at all times.
• Ensure that the quality, rotation and accuracy policies are being adhered to at all times.
• Manage shift change to ensure that they are carried out in an efficient and timely fashion
• Responsible for monitoring, record keeping, and taking appropriate action for specified Food Safety Plan, Food Quality Plan and prerequisite program requirements.
• Responsible to report food safety and quality issues to management.

Follow-up with Shipping Documents

• Ensure that accurate timely processing of documents occurs
• coach employees who need help

Assist DC Manager in Security and Fire Safety Issues

Qualifications

Education & Experience

• 2 - 4 years Supervisory experience in a warehousing or plant environment Additional support if needed

Knowledge, Skills, & Abilities

• Able to build rapport with hourly employees & co-supervisors

Physical Requirements & Working Conditions

To perform this job successfully, the physical demands listed are representative of those that must be met by an employee. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job:

• The employee must be able to remain in a stationary position 50% of the time whether that be sitting or standing
• The employee must be able to use fingers to constantly operate a computer or other type of office equipment
• The employee in this position must be able to regularly walk
• The employees must be able to use hands to handle and feel
• The employee must be able to reach with both hands and arms
• The employee must be able to visually detect, perceive, or recognize in near and far distances
• The employee must be able to converse or convey with other individuals
• The employee may occasionally be required to bend, crouch, or crawl in tight knit spaces, such as under desks to make equipment connections
• The employee may occasionally have to climb ladders and be exposed to heights (i.e.: rooftop)
• The employee may occasionally lift/carry items as heavy as 60 pounds
• The employee must be able to work outside in various weather conditions (i.e.: rain, snow, heat)

Supervisory Responsibilities

Direct: 35-40 Direct Reports

Indirect: 4-7

Education

• Bachelors or better

Behaviors

• Team Player: Works well as a member of a group
• Leader: Inspires teammates to follow them
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Motivations

• Self-Starter: Inspired to perform without outside help
• Job Security: Inspired to perform well by the knowledge that your job is safe
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility

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)