ABOUT THE ROLE The Production Supervisor leads a team, manages and meets daily production goals and looks for ways to continually improve our processes. Duties include safety, quality, customer service, housekeeping, training, performance management, plant productivity, labor utilization, warehousing, and control of raw materials.
ESSENTIAL DUTIES & RESPONSIBILITIES- Maintain employee training standards giving employees direction to build homes and their components in a safe and efficient manner
- Responsible for departmental workplace safety and maintaining safe working conditions at all times
- Maintain plant compliance - Interpret and clarify rules, regulations, and policies.
- Manage personnel in a professional manner, treat all employees with honesty, respect and dignity
- Monitor material usage to reduce scrap and improve material usage
- Maintain proper records, reports and correspondence as required by the company
- Ensure that employees have proper tools and equipment to perform their duties
- Demonstrate a good work ethic based on personal integrity
- Ensure and enforce expected product workmanship quality
MINIMUM QUALIFICATIONS - Experience working as a supervisor or department lead in manufacturing, construction or similar setting
- Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals
- Proven experience as a hands on manager with strong mechanical aptitude
- Ability to communicate effectively with all employees and management
- Time management skills to ensure we stay on task to meet production goals
• - Strong leadership skills and teamwork orientation
- Excellent problem solving skills
- The ability to multi-task and work in a fast paced environment
- Experience in Continuous Improvement methodology is a plus but not 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)