3rd Shift Maintenance Supervisor

Job Details:

Description

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Supervise the mechanically and electrical troubleshooting and repair of all the plant equipment including as a minimum Conveyors, mixers, ovens, fryers, motors, pump and ammonia, pneumatic and hydraulics systems.
• Practice GMP’s, follow USDA/FDA guidelines, HACCP, HAZMAT, PM’s, CMMS (MP2).
• Train maintenance teams and other plant personnel in quality/safety processes and new job processes to performance standards.
• Serve as technical “go to” as point of contact for maintenance management to keep plant running at peak efficiency.
• Coordinate/communicate with site personnel to identify and prevent problems that affect plant performance (serve as” referee”/”mentor”).
• Lead your team with established priorities related to plant production goals.
• Develop and stimulate improvement processes, techniques and good work practices (GMP’s)
• Contribute to continuous improvement of maintenance methods and
  processes, working with other functions (e.g., maintenance engineers).
• Be responsible for monitoring and maintaining the MP2 work order system, analyze and produce reports.
• Ensure that work is performed safely and in accordance with Ruiz Foods standards.
• Work in a consistent and harmonious way with other shop supervisors, inspectors, stores personnel and engineers to achieve satisfactory job completion.
• Specify work assignments, maintaining daily status of shop work.
• Establish maintenance schedules and repair estimates.
• Enforce safety regulations and conformance of company policies.
• Maintains reports established as critical departmental matrices.
• Maintain work schedule compliance records, PMs, work orders, and maintenance programs.
• Ensure USDA compliance through completion scheduling and maintenance of PIP work.
• Maintain equipment and safety records.
• Establish Personnel Management Agreements at team member levels.
• Maintain a skills assessment program based on individual strengths.
• Support the root cause analysis program.
• In sure equipment repair records are maintained in MP2.
• Maintains knowledge, understanding and adherence to safety policies, USDA, QA, HACCP and Sanitation rules and regulation, and company policies.
• Regular and dependable attendance and punctuality is an essential function of this position.
• All other duties, as assigned.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

PAY QUALIFICATIONS:

Depends on experience

EDUCATION and/or EXPERIENCE:

• Minimum of 5 years of experience in the manufacturing environment and excellent knowledge of hydraulics, pneumatics, electrical, electronic, PLC’s, mechanical equipment, refrigeration, boilers, and facilities.

LANGUAGE SKILLS:

• Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
• Ability to write reports, business correspondence, and procedure manuals.
• Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
• Bilingual English/Spanish preferred.

MATHEMATICAL SKILLS:

• Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.  Ability to apply concepts of basic algebra and geometry.

REASONING ABILITY:

• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

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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)