The Plant Superintendent is a campus-wide leadership position expected to manage all phases of plant operation (log yard through shipping) along with team leadership and development to ensure safety, quality and production levels meet IFG policies, procedures and standards of excellence.
KEY RESPONSIBILITIES
Responsibilities include but are not limited to the following:
Manage safety policies, procedures and cultivate a culture for continuous safety improvements.
Oversee daily/shift operations to include the Planer, Sawmill, Log Yard, Boiler/Kilns, Maintenance and Shipping.
Partner with other members of management including Sales/Marketing, Log Procurement, Purchasing, HR, Finance, Engineering to ensure efficient business operations.
Foster proactive leadership and teamwork that enhances IFG culture and standards.
Collaborate with HR and other members of management on operational and people related matters.
Train, coach, evaluate and counsel team members.
Communicate in an effective and timely manner.
Develop, communicate, and implement optimal production goals.
Ensure a culture of preventative and proactive maintenance.
Lead teams in regular production analysis, including root cause, for continuous improvement including production metrics, recovery, optimization, uptime, downtime, etc...
Work closely with sales & shipping departments to track product tallies and sales needs.
Ensure the entire campus is consistently clean.
Manage & oversee improvement projects.
Evaluate and calculate ROI opportunities for capital improvements.
Partner with Finance team and other management to create and adhere to fiscal budgets.
Own site level profit and loss.
Other duties as assigned.
REQUIRED QUALIFICATIONS
5+ years of leadership experience, preferably in a manufacturing production facility
Technical Skills:
Proficient computer skills – Microsoft Word, Excel, Outlook, and similar software skills required for production analysis and projections.
Soft Skills:
Leadership: The ability to inspire and motivate others to achieve a common goal.
Must be able to work various shifts, days, and weekends.
Ability to pass a drug and alcohol test, post-offer pre-employment physical, and background check.
Valid Driver’s License with acceptable motor vehicle history for business travel in company vehicle.
PREFERRED QUALIFICATIONS
Bachelor’s degree or higher, preferably in an Engineering discipline such as in Mechanical, Industrial or Electrical from an accredited College or University.
3+ years of experience related to partnering with sales/marketing to achieve optimal margin.
Working knowledge of WWPA grading rules and standards.
Working knowledge of a preventative and proactive maintenance management system.
Lean Manufacturing experience.
Previous experience in a Planer mill and/or Sawmill preferred.
Working knowledge of OSHA regulations & compliance.
Knowledge of boiler/kiln operations and drying process.
A combination of relevant experience and education may be considered.
PHYSICAL DEMANDS
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.
Excellent hand/eye coordination
Bend at waist – occasional
Twist upper body – occasional
Stoop - occasional
Repetitive use of hands – frequent for clerical duties
Stand/walk – occasional
Sit – frequent
Vision – near and far correctable; depth perception
Hearing – preferred for awareness of surrounding machinery, mobile equipment, emergencies
WORK ENVIRONMENT
Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).
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.
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)
