Production Supervisor

RESPONSIBILITIESProductivity/Quality All Hourly Production EmployeesEnsure production lines are running efficientlyMust be actively working with a continuous improvement mindsetMaintaining product quality parametersPlanning / OrganizingSafety & SanitationDaily housekeeping for the shiftAssurance of compliance with plant Good Manufacturing ProcessesSafety AuditsResponsible for monitoring, record keeping, and taking appropriate action for specified Food Safety Plan, Food Quality Plan and prerequisite program requirementsResponsible to report food safety and quality issues to managementProject WorkTimely completion for objectivesDaily Production, Operating and Efficiency ReportsLine Start Ups & Shut DownsEmployee TrainingShift employeesEvaluationsSafetyRetentionEDUCATION AND EXPERIENCE4 year degree in any of the following disciplines: Food Science, Management Supervision, FMO (Food Manufacturing Organization)3-5 years in Food Manufacturing or related industry preferred1-2 years Supervisory experienceComputer proficient - MS OfficeTechnical knowledge of food related equipmentMust possess excellent leadership qualities with a proven track record of leading othersKNOWLEDGE, SKILLS, AND ABILITIESExcellent Communication skills - written & verbalMust be an independent thinking with the ability to make decisions quicklyMust have a sense of urgency coupled with the ability to proactively solve problemsMust display initiative and ingenuityOn the job training regarding Training by HACCP CoordinatorStrivingTeamworkOrderSUPERVISORY RESPONSIBILITIESDirect: All Hourly Production EmployeesIndirect: NoneBy joining the Red Gold family, you getMedical premiums as low as $20.89/weekPaid parental leave time off workEmployer-paid benefits401(k) matching up to 7%Free counseling through the Employee Assistance ProgramEmployer-paid life insuranceAnd so much moreRGC123 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)