Staffing: Use independent judgment to recommend action to hire, transfer, layoff or recall employees
Independent authority and discretion and expectation to:
Assign employees to tasks/job functions
Direct employee activities
Manage time & attendance
Motivation and Communication:
Develop a motivating environment in which people exchange ideas and support each other
Be readily available and approachable to frontline employees
Surface issues of importance to frontline employees
Address and resolve employee issues/conflicts within defined parameters and raise others to the next level of supervision for resolution
Provide guidance to frontline employees regarding available company resources
Represent management's position on policies, procedures, and practices
Training and Development:
Oversee the development of frontline employees relative to current job placement and future career opportunities
Provide input to the next level of management regarding training needs/objectives
Communicate business goals and performance expectations
Supervise and monitor employee performance and productivity for continuous improvement
Provide performance feedback and coaching
Prepare and conduct performance reviews
Use independent judgment to recommend action to promote employees and/or adjust compensation
Process pay and status changes with the approval of the next level of supervision and maintain accurate and compliant personnel records
Reward employees through recognition programs
Administer the first two levels of a four tier disciplinary system1 (includes disciplinary action based on such factors as attendance, tardies, conduct, productivity, accuracy, etc.)
Independent authority to place employees on paid administrative leave in cases involving clear policy violations and pending investigations
Use independent judgment to recommend issuance of 2nd written warning, suspension without pay, placement of employees on paid administrative leave in cases beyond defined frontline supervisor authority, or discharge of employees
Health & Safety:
Know and follow all safety rules and procedures
Identify safety hazards, abate those within defined parameters and raise those beyond the frontline supervisor's control to the next level of supervision for resolution
Promote workplace safety initiatives
Administer routine injury management
Manage workflow or support the management of workflow i.e. collaborate with other frontline supervisors to initiate and execute the movement of frontline employees to other areas/functions to achieve work balancing, calling employees in or sending them home
Manage processes and people based on information provided
Monitor performance of area of responsibility relative to business goals and make adjustments/improvements as necessary
Communicate process and/or procedural changes and coach frontline employees in their application
Provide input to the budget and divisional/departmental performance objectives
Make purchases within budgetary authority
Secure resources to address and resolve technical or equipment problems as required to support smooth day to day operations
Protect company assets External Relations:
Represent L.L. Bean externally to customers, vendors and others (excluding the media) as appropriate to the function
Identifies and repairs major electromechanical problems in complex building mechanical equipment, material handling equipment, mobile equipment, support equipment.
Responsible for design, layout and installations of new or additional systems according to work order instructions as assigned.
Acts as technical resource, defining equipment needs for customers.
Coordinates equipment installations and modifications with internal and external contacts/vendors.
Provides input to developing requests for new equipment purchases including input necessary for capital budget equipment requests as necessary.
Assists Senior Supervisor in direction of Mechanical Maintenance Department operations.
Acts as liaison with internal and/or external contacts related to operational issues.
Provide support to subordinate technicians in identifying and repairing major electromechanical problems.
Prepare, maintain and update machinery and equipment records.
Work with vendors for equipment needs, i.e. service, warranty or parts problems. Maintain accurate inventory records and purchase additional inventory as necessary.
Span of Control:
Typical range of 20 40 frontline employees, with the lower end of the range applicable in cases involving mixed functions and/or cross shift responsibilities and the higher end of the range applicable in situations characterized by homogeneous functions and single shift responsibilities
Note: The following functions previously performed by some team leaders will be assigned to dedicated administrative support staff:
Time and attendance tracking (clerical aspects)
Injury management administration (narrowly defined as reporting and administrative activities unrelated to specific injuries)
Effecting all employee profile changes except pay & status
Tracking and preparing reports regarding workflow volumes, productivity, quality, et al
Depending upon organizational needs and volumes, all responsibilities may be performed by one or more individuals, or alternatively, the functions may be distributed among more specialized dedicated administrative support staff.
Skills and Qualifications
Vocational or Technical degree required
2-3 years of relevant experience required
Knowledge of distribution processes and equipment
Knowledge of electrical systems and equipment
Ability to read and understand blueprints and schematics
Experience working with outside vendors and services
Demonstrated Leadership ability
Ability to influence internal and external to own area of responsibility
Must be able to function as part of a large cross functional operational team
Excellent communication skills
Each year Forbes Magazine compiles a list of which U.S. companies are the best at making employees feel happy and inspired. For the third year in a row, L.L.Bean made Forbes coveted list, the highest ranked in the clothing, shoes and sports equipment retailer category. This recognition began in 2015, being ranked as one of America s Best Employers at #5. The following year in in 2016, we topped the list at #1. In 2017 L.L.Bean returned in the #15 slot on Forbes America s Best Midsized Employers List.
These awards were achieved in part due to the corporate culture and unique benefits we offer our employees, below is a partial list of what is offered to those who join L.L.Bean.
For more details, please visit our website at llbeancareers.com and refer to the benefits section.
We recognize the importance of diversity in creating a better world and a stronger organization. L.L.Bean is an equal opportunity employer.
If you care about the outdoors, joining L.L.Bean is a great way to feel good about what you do. Our benefits package makes a good thing even better, with programs and perks designed to support your health and financial goals. Plus, maintaining a healthy work-life balance and re-charging outside are all part of the plan. Because, when it comes to the outside we re all in.
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