Director of Production

The Salvation Army PHOENIX, AZ

About the Job

Requisition Number 17-2635 Post Date 12/8/2017 Title Director of Production City PHOENIX State AZ Description JOB TITLE: PRODUCTION MANAGER STATUS: EXEMPT IMMEDIATE SUPERVISOR: ADMINISTRATOR THE SALVATION ARMY MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination. EDUCATION AND WORK EXPERIENCE: • BA / BS In Business or equivalent experience and/or • Minimum of five years minimum light industrial, transportation, or operations’ experience and/or • Minimum five-years related supervisory experience QUALIFICATIONS: • Fluency with Microsoft Office programs, with strong Excel experience • Must have a working knowledge of basic light industrial processing, transportation, and/or operations functions • Must have excellent people skills • Must be able to multi-task and handle deadlines • Must be self-motivated, able to work with a minimum of supervision, adaptable and able to handle confidential matters • Effective written and verbal communication skills required • Must be able to travel as required • Current valid Arizona Driver License • Pass background check PHYSICAL REQUIREMENTS: • Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. • Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts. • Ability to operate a motor vehicle • Ability to lift up to 50 pounds • Ability to perform various repetitive motion tasks GENERAL RESPONSIBLITIES: Responsible for the overall production department functions to include oversight of donations’ recruitment, transporting of all donation materials, processing of donated materials, shipment of donated materials to stores, property and equipment management. Specific supervision of the Transportation Supervisor, all warehouse supervisors and maintenance personnel. ESSENTIAL JOB DUTIES: A. PERSONNEL AND STAFFING 1. Recruit adequate staff, with Administrator approval, for each production operation in cooperation with Phoenix ARC HR Coordinator, and in accordance with ARC and TSA policies 2. Provide disciplinary action and recommend termination in cooperation with the Phoenix ARC HR Coordinator, and in accordance with ARC and TSA policies. 3. Train production personnel in accordance with Command guidelines. 4. Prepare annual staffing and payroll budget worksheets for the ARC budget purposes. Follow up throughout the year to insure compliance. 5. Recruit, train, and utilize community volunteers appropriately and effectively. 6. Hold weekly production meetings in coordination with the Retail Manager and Administrator. B. PRODUCTION OPERATIONS 1. Insure that each shop and department operates per ARC standards, and in a manner to be as financially successful as possible. i.e. stores, e-book sales, bales, auction, recycling, etc. 2. Setup and insure efficient processing operations. 3. Perform regular (at least weekly) inspections of each processing operation; follow up with any irregularities. Inspection should occur at irregular intervals, and should cover quotas, quality, and pricing of all items to go to stores, auction, and recycling 4. Test processing operations by opening totes, observing shops, checking pricing on all items 5. Insure timely completion of regular and accurate paper work. This includes daily production reports, safety reports, time keeping, etc. C. TRANSPORTATION OPERATIONS 1. Insure each truck, tractor, trailer operations per ARC standards, and in a manner to support the production and retail operations 2. Setup and insure efficient transportation operations 3. Supervise the donation operations to include donor tickets, donation sites, donation bin placement, and donor relations 4. Analyze ticket counts and donor routes to insure greatest efficiency is utilized 5. Insure loading and unloading equipment is safe and operable to include carts, dollies, load binders, flat carts, etc. D. PRODUCTION PROCESSING EQUIPMENT & PROPERTY 1. Regularly inspect the physical plant and its related equipment. Advise the Administrator of all deficiencies. Follow up to make sure all deficiencies are brought up to standard in a timely fashion. This should include windows, lights, interior and exterior paint, signage, doors, fixtures, bathrooms, floorings, backrooms, landscaping, etc. Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law. The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to ruth.scheline@usw.salvationarmy.org. Requirements EDUCATION AND WORK EXPERIENCE: • BA / BS In Business or equivalent experience and/or • Minimum of five years minimum light industrial, transportation, or operations’ experience and/or • Minimum five-years related supervisory experience QUALIFICATIONS: • Fluency with Microsoft Office programs, with strong Excel experience • Must have a working knowledge of basic light industrial processing, transportation, and/or operations functions • Must have excellent people skills • Must be able to multi-task and handle deadlines • Must be self-motivated, able to work with a minimum of supervision, adaptable and able to handle confidential matters • Effective written and verbal communication skills required • Must be able to travel as required • Current valid Arizona Driver License • Pass background check PHYSICAL REQUIREMENTS: • Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. • Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts. • Ability to operate a motor vehicle • Ability to lift up to 50 pounds • Ability to perform various repetitive motion tasks + Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. + Please view Equal Employment Opportunity Posters provided by OFCCP here. + 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) Apply On-line