Supervises and coordinates activities of workers engaged in loading, order selection and unloading product from conveyances such as carts, pallets, forklifts, railroad cars, trucks, and ships, and in moving and storing materials or products by performing the following duties.

\n

Essential Duties:  

\n\n Assigns job tasks to worker according to loading, invoicing, and unloading schedules.\nObserves loading of conveyance to determine conformance to loading patterns and to prevent shifting or damage to materials or products during transit.\nObserves selection of product to determine conformance of work order to the specification of company and customer requirements.\nVerifies materials loaded or unloaded against work order or bill of lading.\nDirects workers to move materials or products to storage areas or production departments.\nSchedules sequence of transportation usage, routes of transportation vehicle operators, or movement of materials into and out of storage area.\nCreates production schedules and estimates worker hour requirements for completion of job assignment.\nInterprets and enforces company policies and safety regulations to workers.\nEstablishes or adjust work procedures to meet production schedules.\n Recommends measures to improve production methods, equipment, performance, and quality of product.\nSuggest changes in working conditions and use of equipment to increase efficiency department or work crew.\nAnalyzes and resolves work problems or assists workers in solving work problems.\nResponsible for timely and accurate distribution of paper work to the payroll and support departments.\nInitiates or suggest plans to motivate workers to achieve work goal.\nFacilitates training and review process of all team players.\nMaintains time, quality, and production records.\nConfers with all captains, supervisors, and managers to coordinate activities of individual departments.\nOther duties as assigned.  \n\n

Qualifications:  

\n\nHigh school diploma or general education degree (GED); and six months related experience and/or training; or equivalent combination of education and experience.\nAbility to operate specific tools and equipment. Ability to facilitate Team meetings while effectively using the Joiner process.\n\n

Salary of $70,000 to $85,000 with annual bonus potential depending on competency, experience, qualifications and skills plus annual bonus potential. 

\n

Corporate Summary:

\n

At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.

\n

Our Mission: At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”

\n

Why work for us?

\n

Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy.  That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck.  And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education and wellness programs.

\n

Equal Opportunity Employer

\n

At Shamrock Foods Co all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.

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)