POSITION EXPECTATIONS:

• Supervise daily safety, quality, production, scheduling, crew meetings, lumber, and log inventory
• Proactive leadership that fosters teamwork and enhances IFG culture and standards including knowledge of IFG KPI and QMS (quality management system)
• Work closely with other supervisors, QC, and Maintenance to identify improvement opportunities and create and implement solutions
• Ensure that production operations are scheduled for most efficient use of resources and production goals are being met
• Manage department budget
• Work closely with sale to track production tallies and sales needs
• Conduct uptime analysis for continuous improvement
• Train, coach, evaluate performance and counsel team members
• Train, assist, and familiarize new hires with company work rules, policies, safety, communications systems, and teamwork
• Report safety concerns, incidents, and investigations
• Ensures that all environmental policies and procedures are compliant
• Responsible for reviewing and approving employee timecards for payroll and recordkeeping purposes
• Comprehend and perform all duties in accordance with rules, regulations, and JSAs
• Other duties as needed

EDUCATION & OTHER REQUIREMENTS:

• 2+ years supervisory or leadership experience
• Thorough knowledge of plant equipment and operation
• Strong communication, organizational, planning, and problem-solving skills
• Proficient computer skills
• Knowledge of OSHA requirements

JOIN IFG...WE PAY MORE AND PROVIDE YOU WITH CAREER GROWTH OPPORTUNITIES!!!

PHYSICAL REQUIREMENTS:

Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations, and airborne particles (sawdust).

PRE-EMPLOYMENT REQUIREMENTS:

As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

WHY JOIN IFG - IDAHO FOREST GROUP:

https: //vizi.vizirecruiter.com/Idaho-Forest-Group-3199/index.html

IFG employees are the engine that drives our company’s culture and success. We value the diverse backgrounds, perspectives, and identities that team members bring to the job and recognize that it is often these experiences that fuel innovation. We are committed to building a workplace where diversity of thought, life experience, and family history are welcomed.

We recognize and highly value America’s veterans and especially believe the talents and ingenuity acquired through military service can help our company grow and thrive.

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@ifg.com

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)