Check Processing Manager jobs in Madison, WI

Summary

Reporting to the General Manager, plan, organize, manage and execute liquid egg processing operations for assigned operation. Ensure that machinery and equipment are calibrated and functioning properly. Work through supervisors to train employees on work methods and standard operating procedures. Move employees to the work to ensure efficient functioning of grading and breaking operations. Assume an active role in leadership discussions and decisions that affect processing operations.

Key Responsibilities:

• Provide general oversight of all liquid egg and grading processing operations
• Coordinate and expedite activities in the areas of processing, food safety, sanitation, and maintenance of processing machinery, equipment and associated systems
• Institute measures to improve processing methods, equipment performance and quality of product
• Provide day to day supervision of processing supervisors, maintenance supervisors and maintenance technicians.
• Collaborate cross-functionally with production management to optimize egg flow from layer houses to the processing facility
• Collaborate cross-functionally with FSQ management to minimize incidents of non-compliance
• Collaborate with Food Safety & Quality Manager to ensure adherence to Good Manufacturing Practices (GMPs) and Safe Quality Food (SQF) standards
• Ensure adherence to all other established systems, safety procedures, work instructions and patterns, SOPs, and SSOPs established for the processing operation
• Develop work schedules that optimize productive time, provide adequate downtime for stakeholders and minimize overtime
• Supervise the development and maintenance of a preventive maintenance program with the aim of increasing yield and decreasing downtime
• Enforce safety programs
• Participate in customer and SQF audits
• Maintain appropriate documentation in preparation for audits
• Work collaboratively with USDA/FSIS inspector to ensure adherence to all regulatory requirements
• Assess supervisor performance, including the delivery of periodic performance appraisals
• Work through supervisors and Human Resources to address performance deficiencies, behavioral issues and policy violations through the appropriate application of progressive discipline
• Work with supervisors and Human Resources to resolve conflicts between stakeholders and the company
• Review all operations related reporting on a daily basis

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience

• Bachelor’s Degree in Business, Operations Management, Industrial Technology or a related field
• A lesser degree of education might be accepted with equivalent experience

Knowledge, Skills and Abilities

• Knowledge of all functions in the breaking room:
• Knowledge of egg grading process
• measurements of production and productivity
• time study methods and other basic industrial engineering concepts
• OSHA regulations and their application
• Polished and flexible oral and written communication skills
• Innovative approach to problem solving
• Ability to manage English and Spanish speaking employees
• Bilingual in Spanish a plus, but not required
• Ability to train employees
Ability to conceive and write standard operating procedures

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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)