Description

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.
• Interpret and clarify rules, regulations, and policies. Maintain plant compliance.
• 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 supervisor with strong leadership 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.

Qualifications

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)