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All our innovations and accomplishments begin with the work of talented people. At Post Holdings, we give our employees the resources they need to grow a career, no matter where they’re starting from. We’re seeking innovative thinkers, ready to take on everyday challenges and realize their own potential. And it all happens in an environment that respects the relationship between work and life.

Processing Supervisor - 2nd Shift

Operations

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Job Details

Description

POSITION SUMMARY:

Responsible for production processes by providing direction and supervising staff ensuring that company policies, procedures, and government laws are followed.

Michael Foods, Inc. is a leader in the food processing and distribution industry with business in egg products, refrigerated grocery and potato products. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Join our company and be part of an innovative team that’s First in Food.

DUTIES AND RESPONSIBILITIES:

  1. Produces the highest quality product at the lowest possible cost consistent with good manufacturing practices.
  2. Provides a safe work environment for all personnel.
  3. Recognizes and takes steps to resolve operation problems in order to minimize their impact on the operations.
  4. Requests and directs services of maintenance, sanitation, safety and other personnel as may be necessary to achieve the desired level and quality of production, sanitation, and warehouse services.
  5. Cooperates with all departments to assure a coordinated work relationship exists at all times.
  6. Responsible for ingredient usage and all other department costs.
  7. Keeps accurate and up-to-date records (i.e. timecards, downtime records, absentee records, etc).
  8. Enforces company policies in a fair and consistent manner.
  9. Encourages suggestions form employees which will improve production, quality, safety, and /or control costs of production.
  10. Keeps processing manager informed on operating and/or employee problems, quality, safety and/or control costs of production.
  11. Maintains consistent communications and monthly department meetings.

PREFERRED EDUCATION, EXPERIENCE, AND SKILLS:

  • Associate's degree (AA) or equivalent combination of education, training and/orexperience.
  • 2+ years supervisory experience in food manufacturing environment with progressive leadership responsibility.
  • Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups, customers/vendors or employees of the organization.
  • Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups, customers/vendors or employees of the organization.
  • 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, and diagram or schedule form.
  • Knowledge of Federal, State, and local regulations
  • Able to train and motivate department personnel
  • Able to supervise department personnel in a fair and consistent manner.
  • Must be able to recognize problem situations and take appropriate steps to resolve.
  • Strong organizational and mechanical skills.
  • Computer skills including Microsoft Excel, Word, Outlook, and SAP
  • Must have excellent communication, interpersonal and teaming skills.
  • Bilingual English/Spanish verbal communication skills are a plus.
  • Qualifications

    Experience


    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.

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