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Form of work- Individual must have 3 -5 years of continuing experience in Quality Control experience, preferably in food/pharmaceutical experience.
- Has experience /certification in HACCP and food safety processes and procedures.
- Must be able to manage operations when Supervisor is off duty
- Ability to train associates in all aspects of Quality Control.
- Ability to follow directions and repeat assigned tasks with consistent quality and attention to detail.
- Ability to communicate effectively with all levels of associates.
- Fluent in the English language (speaking, reading, writing & comprehension)
- Possess basic computer skills.
- Ability to stand for several hours at a time in a variety of temperatures.
- Ability to work independently.
- Ability to be flexible in work schedule including working weekends when necessary.
- Ability to work cooperatively with all manufacturing departments
Hourly Wage - $20.30 + shift differential, depending on experience
Rosina compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including merit systems, as well as internal pay alignment. The annual salary is just one component of Rosina's total compensation package. Other rewards may include incentive compensation bonuses. Additionally, Rosina provides a variety of benefits to employees, including health insurance coverage, life and disability insurance, a retirement savings plan, paid holidays and paid time off. Compensation ranges may differ but will be commensurate with job duties and relevant work experience.
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)
