Team Lead (Cutting) 2nd Shift

Everyday, our American Boot Builders proudly put their hearts into building and delivering remarkable, purpose-built products that will make an impact on people's lives today and future generations. Build a product you'll be proud to stand behind. Build your legacy at Red Wing Shoe Company.

Work as a lead who will be responsible for the lead role when the supervisor is on vacation or absent and will be required to lead the bootie line as well.

A role model at all times, the self-motivated individual filling this leadership role will participate in managing department performance and planning and implementing process improvement for developing and managing department.

Maintains and creates a safe work environment by noting safety improvement opportunities (including solutions) in own department and throughout the facility

• Monitors quality through reporting or through hands on projects
• Runs daily production on cutting lines to meet customer demand
• Assists in establishing best training practices for department processes
• Monitors problem production areas and eliminates obstacles which interfere with meeting daily production numbers
• Inventory control of parts and knowledge of when to order parts or make inventory adjustments
• Tracking of workload processes needed to complete day's list
• Creates daily reports and work with support areas to resolve cutting app issues
• Supports/creates daily departmental rotation requirements
• Complete other duties as assigned from time to time by manager
• Uphold Red Wing Shoe Company's core values and conducts self-according to RWSC policies/Handbook
• Maintain technical knowledge by attending educational workshops, classes or programs and participates in all lead policy related training and development opportunities
• Monitors leather gain/loss and efficiency of individuals
• Ability to efficiently rotate to all positions within the department
• Ability to make machine adjustments as defined by operation

• High school diploma or equivalent preferred.
• Exhibits strong leadership qualities and is a role model to other employees
• Proven ability to train others in department
• Ability to plan and drive department performance
• Prefer previous experience in a manufacturing environment.
• Willingness to attend educational classes as needed to develop leadership and technical skills.
• Strong interpersonal, written and verbal communication, problem solving, leadership and attention to detail skills.
• Must be able to work well with others as well as independently and contribute to a team environment.
• Experience working in a fast-paced environment.
• Strong organizational skills, proven problem-solving skills, and ability to manage multiple tasks. Ability to effectively train others.
• Strong drive for results and focus on superior execution.
• Continuous improvement and motivational skills.
• Ability to lift/carry up to 40 pounds, frequently stand, twist, bend, grasp, work in a fast paced environment and work effectively as a team.

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Individuals with disabilities needing assistance in completing an application may contactrwsc.recruitment@redwingshoes.comor call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP athttps://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check and physical exam which includes a drug screen.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

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)