Supervisor-Planer (Lumberton) - Idaho Forest Group

Job Description:

 Idaho Forest Group is looking for a planer supervisor to join their team.   The planer supervisor will:

Manage Planer swing shift operations

• Supervise daily safety, quality, production
• Proactive leadership that fosters teamwork and enhances IFG culture and standards
• Train, coach, evaluate performance and counsel team members
• Work closely with other 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

Minimum Qualifications

• 2 years supervisory experience in manufacturing
• Proven leadership and ability to coach a diverse, train and evaluate personnel
• Sawmilling experience
• Proficient computer skills – Microsoft Word, Excel, Outlook required for production analysis and projections.
• Strong communication skills
• Strong planning, organizational, problem solving skills

Preferred Qualifications (not required for consideration)

• Previous experience in a planer mill preferred
• Working knowledge of lumber grading rules and standards
• Experience with Lean manufacturing principles
• Experience developing and implementation of key process indicators

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.

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