What are the responsibilities and job description for the Document Control Coordinator position at SUNSWEET GROWERS INC.?
Responsible for managing company documents while also ensuring their accuracy, quality, and integrity. Help Sunsweet adherence to record retention policies, safeguard information and retrieve data more effectively.
ESSENTIAL DUTIES AND RESPONSABILITIES
The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other related duties may be required and assigned.
- Store, manage, and track company documents.
- Scan, image, organize, and maintain documents, adhering to the company’s document lifecycle procedures, and archive inactive records in accordance with the records retention schedule.
- Help project managers develop and maintain documents such as meeting minutes, drawings, specifications, approvals, and related items.
- Responsible for training employees on records management procedures and policies, which include documentation, retention, retrieval, destruction, and disaster recovery.
- Assist with file migrations and audits, and perform administrative tasks as needed.
MINIMUM QUALIFICATIONS
Knowledge/Skills:
- Detail oriented and pay’s close attention to details.
- Good critical observation and auditing skills
- Excellent time management, organizational, and multitasking skills.
- Understanding of Quality terminology and related topics.
- Knowledge of GMPs, regulatory compliance, HACCP, FSMA, and PRP regulations.
Ability to:
- Work independently.
- Work in a fast-paced environment.
Education and Experience:
- High School Graduate or GED equivalent
- SAP experience required.
Physical/Safety Requirements:
- Tolerate extended periods of sitting at desk.
- Ambient noise is louder than a traditional office setting.
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)
