Description:

Job Opening: JBS is on a lean journey, we are looking for a Development & Retention Supervisor with a Lean mindset. The D&R supervisor will have the full support of an organization who believes building a Lean culture is essential to managing development and retention and all aspects of the organization.

QUALIFICATIONS:

• Minimum High School diploma or GED

• Minimum 3 years production experience

· Knife and Steel handling experience

RESPONSIBILITIES:

• Knowledge of functions of each department

· Sit down with department managers and review LMS to ensure new hires are placed correctly.

• Communication skills –Open and willing to build relationship, growth and develop new hires with manager in plant.

• Certified to teach various topics such as 360 Solutions, BWE, Hands on Training

· Navigate and assist LMS Report Weekly

• Computer skills: MS-Word, Excel, PowerPoint, Kronos, IVIS Plus 500 (ID maker) RESPONSIBILITIES:

• Coordinate training throughout the plant: New Hire Orientation, IAP, PST, SMT, Monthly Mgmt, etc.

• Conduct PST, HOT and Management training (leadership, BWE, etc.)

• Oversee and meet with Production trainers to insure they are successful in new hire training.

• Be a mentor to our Trainers to ensure that all new hires are assigned a trainer when they get placed on the production floor.

• Ensure training alchemy training schedules are sent out, follow up, and keep updated

• Do Trainer Kronos, ensure they clock in and out.

• Monitor payroll and vacations for training department

• Maintain inventory of training supplies

• Read and follow-up on weekly new-hire evaluations

• Evaluate work performance of trainers and classroom instructors, and clerk quarterly

• Perform disciplinary procedures ranging from verbal warnings to terminations.

• Control of lockers

• Control of ID issue

• Develop and update forms for training

• Audit training files

• Follow-up on all department issues

• Schedule use of training rooms.

• Spend time on production floor to determine production needs.

• Open Door to all employee concerns

• Initiate and implement ideas for improving training

· Comply and Validate Training Play book is followed by training team

• Job performance is measured by Training Manager on such criteria as attainment of training goals and minimizing turnover. Additional criteria may include, but not be limited to, knowledge of work, quality of work, initiative, motivation, follow-up, organization, and compliance with company policy.