Position Summary:
Work closely with sanitation team make sure they clean and sanitize all plant processing equipment prior to start of production.
Principal Duties & Responsibilities:
•Job leads a team, has no authority to hire and performance-manage the team.
•Job leads/supervises/manages 26+ employees
•This role has the responsibility to understand and places in practice appropriate safety procedures.This responsibility is achieved through education, training, use of protective equipment (as applicable) and by following safety policies, regulations, standards, and laws.
•This job has the responsibilities of steaming equipment on weekly, monthly and quarterly basis.
•This job has the responsibility of knowing and following the 8 steps of sanitations.
•They will have to go do Hygienic design training.
•Perform other duties as assigned.
•The person in this role needs to be able to interact with USDA.
Experience & Skills:
•1-3 years of experience in related field is preferred.
•Excellent proficiency in all Microsoft Office Suite Products.
•Knowledge of 8 steps of sanitation
•Knowledge of MSS and SDS
•Safety lock out tag out
Preferred Education:
•High School Diploma and/or equivalent work experience is required.
Work Environment:
•Work can be performed within a manufacturing plant environment with noise, extreme temperatures, and significant movement of powered equipment, people and conveyor (may depend on the role).
•Work conditions are typical of a food manufacturing facility.
•This role requires 10% domestic travel.
•Position may require the physical agility of lifting up to 50 pounds
•Position may require frequent and/or infrequent of bending, squatting, pushing, pulling, stretching/reaching, use hands or fingers, talk, hear, feel objects, tools, controls and standing/walking on concrete flooring.
•Position may require the physical ability to stand/walk for Greater than 4 hours.
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)