What are the responsibilities and job description for the Operations Supervisor position at SUNSWEET GROWERS INC.?
2ND SHIFT, 4/10s
The Operations Supervisor is responsible for all production lines. They work closely with the Production Managers to ensure the safe and effective use of staffing per the Collective Bargaining Agreement and Company Rules, Regulations, and Policies. The Operations Supervisor is also responsible for the daily quality and quantity standards of production orders and company efficiency standards. To accomplish this, one must drive continuous improvement through projects and communication across departments.
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.
- Responsible for providing a framework for a safe working environment and ensuring compliance with all safety rules.
- Ensure that health and safety guidelines and regulations are followed by creating a strong “Safety First” culture.
- Oversee Safety Meetings
- Complete Safety Incident reports
- Ensure timely execution of employee training in all areas including on the job training, safety, quality, HR, etc.
- Adhere to SQF quality standards to ensure product quality and Food Safety by following Good Manufacturing Practices (GMP’s), Standard Operating Procedures (SOP’s), 5S organization, and all other quality initiatives.
- Ensure all HR related functions are completed timely (ex. Trainings, Disciplines, Timecard audits, and Meal break rule compliance)
- Ensures processes and procedures are current and being followed
- Communicate effectively with Shipping, Maintenance, Procurement, and Quality Assurance personnel to satisfy outstanding orders and facilitates production's ability to maintain desired throughput thresholds.
- Perform/supervise special projects as assigned.
- Work alongside Maintenance Department while also utilizing the FIIX CMMS to see that equipment is being adequately maintained.
- Gain proficiency in all computer interfaces including Microsoft Office, Fiix, SAP, etc.
- Recognize the need for and create procedures and policies as needed within your area of responsibility and ensure the team is trained effectively.
- Participate in Daily Review meetings as assigned, analyze data and drive action on underperforming measures to achieve operational targets.
- Lead a continuous improvement/trouble-shooting employee involvement culture using problem solving tools and strategies.
- Ensure operational data is inputted timely and accurately including but not limited to downtime, production paperwork, holds, etc. and ensure validation when necessary.
- Issue employee discipline as required.
- Review production and labor schedules in advance daily and weekly to ensure accuracy
- Any other tasks assigned by the Department Managers
MINIMUM QUALIFICATIONS
Knowledge/Skills:
- Knowledge of HACCP & GMP's
- Have the ability to make well educated decisions in a timely manner.
- Demonstrated leadership and problem-solving skills as well as strong interpersonal and communication skills. High energy level and excellent follow-up skills. Creative problem solving, attention to detail and the ability to handle multiple priorities. Great people skills, maintaining a positive attitude, and the ability to motivate people.
- Can effectively communicate complicated scenarios in front of large groups
Education and Experience:
- 5 years in a high-speed manufacturing environment required.
- Proficient in the use of Microsoft Office Tools
- SAP experience preferred.
Physical/Safety Requirements:
- Ambient noise is louder than a traditional office setting.
- Work in a manufacturing facility, which may involve exposure to noise, machinery, and potential tripping hazards.
- Ability to tolerate long periods standing
- Ability to work any shifts and schedule
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)
