Supervisor-Planer (Grangeville)

Our Grangeville facility has an immediate opening for a Swing Shift Planer Supervisor.
JOB PURPOSE:
The Planer Supervisor will be responsible for the direct supervision of 10 - 20 employees and will be expected to lead improvements in safety, productivity, and quality in the Planer department. The expectation is to lead in a way that supports/enhances our standards and principles, fosters teamwork and achieves maximum quality productions.
ESSENTIAL FUNCTIONS:

• Comprehend and perform all duties in accordance with rules, regulations and JSAs
• Supervise daily safety, quality, production, scheduling, crew meetings
• Proactive leadership that fosters teamwork and enhances IFG culture and standards
• Work closely with other supervisors, QC and maintenance to identify repair, improvement opportunities, and solutions
• Manage department budget
• Work closely with sales to track production tallies and sales needs
• Conduct uptime analysis for continuous improvement
• Train, coach, evaluate performance and counsel team members
• Train, assist, and familiarize new hires with company work rules, policies, safety, communication systems and teamwork
• Report safety concerns, incidents/investigations
• Responsible for reviewing and approving employee timecards for payroll and recordkeeping purposes
• Coordinate with Quality Assurance Manager ensuring graders are achieving RC quality standards
• Other duties as needed

QUALIFICATIONS:

• 2 or more years of supervisory experience in manufacturing
• Thorough knowledge of planer equipment and operation
• Experience with Lean manufacturing principles
• Knowledge of OSHA rules and regulations
• Proven leadership skills and ability to coach, train and evaluate personnel
• Proficient computer skills - Microsoft Word, Excel, Outlook required for production analysis and projections
• Strong communication skills and ability to calmly address challenges
• Strong planning and organizational skills
• Problem solving skills
• Self-starter that takes initiative and can inspire others to improve

As a condition of employment, Idaho Forest Group requires applicants to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), physical screening, education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position. Driver will be subject to a DOT regulated pre-hire drug and alcohol testing and if hired will be put in for random selection going forward.
Physical Requirements:
Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations and airborne particles (sawdust).
Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.
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)