Manager - Dry End (Lumberton) - Idaho Forest Group

Job Summary:

Idaho Forest Group is currently seeking a Dry End Manager to join our team.

Responsible for production management of the dry end operations, including the boiler, kiln, planer, and shipping departments. This includes production schedule, direction of shift and maintenance employees and implementation of safety, environmental, quality policies and procedures and implementation of continuous improvement initiates.

Essential Functions: 

• Manage daily safety, quality, production
• Proactive leadership that fosters teamwork and enhances IFG culture and standards
• Train, coach, evaluate performance and counsel team members
• Ability to evaluate and calculate ROI opportunities for departmental improvement
• Work closely with other managers and supervisors to identify repair, improvement opportunities, solutions
• Work closely with sales to track production tallies and sales needs
• Conduct uptime analysis for continuous improvement
• Maintain clean department and plant site
• Consistently work at acceptable production levels
• Other duties as needed

Specific job duties may vary per mill & based on machinery, but this description is intended to cover the baseline.  Ask your supervisor or HR if there are addendums for site specific variances.

Qualifications:

• 2 years supervisory experience in manufacturing
• Proven leadership skills and ability to coach, train and evaluate personnel.
• Previous experience in a planer mill preferred
• Working knowledge of lumber grading rules and standards
• Proficient computer skills – Microsoft Word, Excel, Outlook required for production analysis and projections.
• High School Diploma or GED
• Valid Driver’s License
• Pass a drug, physical, and background check

Physical Requirements:

Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs.  Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

• Stand/walk – frequent – combination of standing and walking up to 10-hour shift
• Bend – occasional – while monitoring conveyors and unplugging materials
• Twist upper body – frequent while performing cleanup tasks
• Climb – occasional – to straighten or unplug materials
• Repetitive use of hands
• Grasping controls and tools – frequent
• Reach/push/pull – frequent in keeping materials on conveyors and cleanup of debris
• Good vision and hearing.
• Ability to stand for extended periods.
• Required to lift up to 50 pounds and to bend

PRE-EMPLOYMENT REQUIREMENTS:

As a condition of employment, Idaho Forest Group requires employees 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), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

 WHY JOIN IFG:

https://ifg.com/careers/

https://youtu.be/LV6BGHRv6TU

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 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) Management