Inventory Control Supervisor

About the Position The Inventory Control Supervisor will be responsible for, but not limited to, functions pertaining to the assessment and coordination of personnel, equipment and inventory to meet daily productivity goals and timelines. Additional responsibilities include the monitoring and movement of physical inventory in order to maintain inventory accuracy, and the coordination of an accurate inventory, including but not limited to physical inventory, and High Jump. Communicates with customer on inventory related issues, including root cause analysis and resolution. The Inventory Supervisor is responsible for the directing of all associates in the site’s Inventory Department and ensures that the inventory area meets the requirements of the customer and the site. This is accomplished by following all standard operating procedures, standard work and work instructions that apply to the Skil location as well as customer provided documentation. The Inventory Supervisor supports the management team in the continual development of the Kenco culture as defined by the Guiding Principles. Functions • Report any conditions deemed to be unsafe to the Operations Manager or General Manager • Ensures associates monthly safety training, and fleet safety training, if applicable • Misc. tasks as assigned by senior management • Open and/or secure the building as required • Conduct the building security audit as required • Directs inventory staff in completion of work to meet customer expectations • Ensures issues are communicated as required • Oversees returns and damage area daily to ensure completion of all product put away • Maintain carton inventory if applicable • Review and maintain hours in timekeeping system as required • Oversees the accuracy of all RDC inventory of both inbound and outbound product via Audits and cycle counts • Lead efforts for root cause analysis within the operation with regards to inventory discrepancies, including research and resolution. Tools used include CPAR, A3 and 8D processes to determine root cause and resolution • Ensures that all associates are trained and following all CPs, K-WINs, and Standard Work as outlined in the Kenco Quality Management System (KQMS) in addition to EIP, LM, LEAN and Six Sigma. • Consolidate quality hold product, if applicable • Coordinate zoning of physical inventory, as required • Investigates cause of mixed stows • May be required to fill-in or replace the Supervisor on another shift, or at another facility. • Coordinate stow consolidations to create space in the warehouse as needed • Organize and oversee physical inventories as directed by our customer Proactively communicate to appropriate management issues/concerns. • Prepare and process daily reports • Manage and issue mid-year and annual reviews. • Other tasks and duties as assigned by the General Manager

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Benefits offered:

Medical insurance including HSA, HRA and FSA accounts

Supplemental insurance including critical illness, hospital indemnity, accidental injury

Dental Insurance

Vision Insurance

Basic Life and Supplemental Life

Short Term and Long Term Disability

Paid Parental Leave

401(k)

Paid Time Off approximately 2 weeks (accrual begins on Day 1 of employment)

Employer Paid Holidays- 10 days

Approximate Pay: $64,000.00 - $82,000.00

Kenco strives to provide a supportive, professional environment for all employees. As a part of Kenco, we expect our team to uphold our three key pillars: be honest, serve, and get better. Each should strive for operational excellence, pursue innovation, and want to grow with our company.

Kenco Group is an Equal-Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, or any other characteristic protected by law.

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https://www.eeoc.gov/poster

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)