JOB REQUIREMENTS: Description Job Responsibilities: 1st Priority - Daily Execution - Plan vs. Actual Facilitate kit pulling execution routine using PDCA to surface & solve problems Create a safe and secure working environment by training & enforcing safety policies Assign and facilitate the execution of order pulling Deliver customer expectations by ensuring that all cells are filled and resupplied in time with no cells being down for materials Follow standard work for leaders to understand normal vs. abnormal Prepare for next shift and report abnormalities to ensure a smooth hand-off Audit material moves, ensure picking locations are filled, FIFO is following with material transactions Fill picking and back stock locations from receiving and internal departments Manage warehouse locations 2nd Priority - People Development - Observe, Coach, & Develop Mentor associates and observe people and processes using LSW; looking for opportunities to surface and solve problems. Facilitate follow or fix mindset as pertaining to all standards - observe, coach and mentor Facilitate training priorities utilizing the skill matrix - goal: skilled & flexible & engaged Teach PDCA Recognize & celebrate behaviors and results that support our culture or brand 3rd Priority - Continuous Improvement - Reduce Cost Lead continuous improvement activities, participate in PDCA & Kaizen events; engaging team at all levels. Improve 5s system by continually applying sort, set in order and shine and regularly audit zones Manage established metrics to drive area achievement. Provide recommendations on warehouse locations Experience Well-rounded mechanical ability Certification on all mechanical equipment (Forklifts, Pickers, Pallet Jacks, etc) Good Computer Skills - must be able to use Syteline, Excel, Word, Outlook Manufacturing with a focus on high mix, low volume production Direct supervision of 5-14 associates Education High School Diploma or GED Willingness to continue learning and applying knowledge. 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) Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. ***** APPLICATION INSTRUCTIONS: Apply Online: ipc.us/t/3395B42AFF714AB2