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Requisition Number 17-0472
Post Date 10/23/2017
Title Manufacturing Supervisor-2nd Shift
City Red Wing
State MN
Description Take a look at the Red Wing Shoes video series.

As we expand US Manufacturing, Red Wing Shoe Company is looking for a 2nd Shift Manufacturing Supervisor to manage the budgets, schedules and daily operations (safety, quality, cost, service) along with improvements to production processes and employee engagement at the department level. Core production hours: Monday – Thursday 4:00pm – 2:30am.

We seek an effective leader for our union employees who has experience in employee coaching, continuous improvement planning/implementation, and manufacturing performance measures. Focus on quality is core to our company as is a safe and healthy work environment.

This position works daily with team in: Manufacturing, Logistics, Engineering, Product Development, Technology, Quality, HR, and Finance
Requirements EDUCATION and EXPERIENCE:
Bachelor’s degree from four-year college or university and 3-5 related supervisory experience; OR an equivalent combination of education and related supervisory experience.

ADDITIONAL DESIRABLE QUALIFICATIONS
• Successful leadership in a union environment
• 2+ years related supervisory experience in a manufacturing department
• Motivational skills
• Excellent communication skills
• Demonstrated effective leadership skills
• Microsoft Office proficiency
• Analytical and innovative thinking
• Demonstrated drive for results and superior execution
• LEAN manufacturing experience

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please. #CB

Red Wing Shoe Company, Inc. is a drug-free workplace.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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)
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