Talent Management

• Provide coaching and training for direct reports
• Perform hiring and on-boarding for new QA team members - Hold team accountable to expectations and take action when warranted
• Hold IPP reviews with direct reports - Identify and remove barriers for team when warranted - Evaluate staffing of team; make changes as necessary
• Set expectations and monitor performance of direct reports; take action when warranted
• Manage attendance, scheduling and discipline of direct reports
• Understand product and process expectations and ensure QA staff is executing to those expectations
• Monitor team performance as related to departmental KPIs
• Understand and ensure effective execution of new product launches/product changes relating to FSQA

Resolution/Regulatory Management

• Manage resolution of day-to-day plant incidents relating to food safety and QA
• Manage resolution of Non-compliance Records, including writing response in conjunction with FSQA Manager
• USDA liaison, and resolution of USDA issues during production
• Lead resolution of micro deficiencies.
• Identify gaps/opportunities for improvements specific to food safety and quality (i.e. sanitary equipment design)
• Collaborate daily with QA management on issue resolution (team, technical)

Performance Management

• Set goals for sanitation specific to QA (pre-op and micro) and monitor performance
• Participate in the management of sanitation operational performance
• Create and own the execution of the master sanitation schedule
• Participate in the billing/cost review/scope of services process for sanitation services
• Organize and ensure effective execution of intensified cleanings (i.e. semi-annual)
• Organize and lead weekly sanitation meetings in conjunction with sanitation
• Monitor SSOP, pre-op, and micro KPIs; report on trends and take action when warranted

Team CFG

• Communicate/reinforce CFG initiatives and events impacting QA staff
• Develop and deliver training FSQA training (i.e. pre-op training) for production TMs performing FSQA related tasks
• Partner with operations to identify process opportunities
• Partner with production, maintenance, and OA on process, products, and partners - Attend and participate in weekly Ops supervisor meetings
• Attend and participate in weekly FSQA management meetings
• Participate in CFG leadership programs - Career development - Attend and participate in applicable training for supervisor role

Process Validation/Execution

• Perform validation of Critical Control Points and other processes; analyze data and make recommendations based upon analysis - Initiate and lead evaluation of latest developments in sanitation/trends in the industry
• Collaborate with Lab to verify proper execution of sampling program - Participate in evaluation of overall plant pre-op program - Ensure effective execution of pre-op verification program by QA

Education

• Bachelors or better

Skills

• Verbal Reasoning (Eng)
• Microsoft Office
• Time Management
• Problem Solving
• Leadership
• Integrity
• Communication (Eng Lang)
• Adaptability

Behaviors

• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

• Team Player: Works well as a member of a group
• Leader: Inspires teammates to follow them

Motivations

• Self-Starter: Inspired to perform without outside help
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
• Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

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)