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Supervisor-Shift/Power & Recovery

2 months ago

Lewiston, United States Clearwater Paper and Manchester Industries Full time
Where you will work:The Lewiston mill is the largest of Clearwater Paper's facilities, producing both paperboard and tissue product, and boasting over 1200 talented employees. Approximately two hours away from Clearwater Paper's headquarters in Spokane, Washington, the Lewiston paper mill is a key component in Clearwater Paper's business strategy. This location offers employees an opportunity to learn both sides of the business while influencing key business decisions and outcomes.

Located on the border of Idaho and Washington, Lewiston provides a host of opportunities for those who love the outdoors including fishing, boating, camping, and skiing. There are several social and civic opportunities to participate in including Boys & Girls Club, Twin County United Way, Lewis Clark Partners Habitat for Humanity, and more. Clearwater Paper values involvement with the community and the partnerships created as a result. Lewiston is in close proximity to the University of Idaho, Washington State University, and Lewis-Clark State College, as well as several strong K-12 school districts.

What you will do:

Organizational Leadership

  • Instructs and leads crew in safe work practices in pursuit of zero injuries.
  • Provides information and training on OSHA rules and regulations and additional site procedures
  • Provides information and training for crew on all equipment and processes in area of responsibility.
  • Maintains personnel records and executes performance evaluations on employees.
  • Assigns tasks and follows up with crew when necessary to ensure that work is completed on schedule.
  • Identifies and corrects any potential problems (troubleshooting) and takes appropriate action necessary to prevent serious equipment failure.
  • Leads crews to improve processes by identifying and eliminating nonvalue added activities (waste).
  • Facilitates Shift Hand Off (SHO) and participates in Daily Operating Review (DOR), Weekly Operating Review (WOR), and Monthly Operating Review (MOR).
  • Provides information and training for crew on all equipment and processes in area of responsibility.
  • Maintains personnel records and executes performance evaluations on employees.
  • Assesses the needs of the crew and implements developmental processes (e.g., coaching, counselling, taking corrective action, mentoring, etc.) to continuously improve their performance
  • Supervises hourly employees; provides training as needed
Safety and Environmental
  • Provide regular inspections of work areas to assure that good housekeeping practices are followed and that all department area maintenance facilities and tools are kept in good repair.
  • Instruct and lead crew in safe work practices in pursuit of zero injuries.
  • Verify that all safety recordkeeping is done in a timely manner.
  • Ensure structured, constructive safety meetings are conducted and follow up on resolutions for those items of concern which are brought up in safety meeting
  • Fully support the mill's behavior-based safety program and assure that area maintenance employees are given the necessary time required for making safety observations.
Key Competencies & Attributes
  • Actively seeks and allocates appropriate decision-making authority or task responsibility to appropriate individuals based on their abilities, availability, motivation, and development needs; considers potential positive and negative impact, business unit priorities, organizational values, and the opportunity to enhance others' knowledge and skills.
  • Identifies barriers that impact customer service and retention; communicates concerns and recommendations to others.
  • Uses understanding of customer needs and the organization's customer service practices to set priorities, make decisions, and take actions that create customer satisfaction and prevent service issues from occurring.
  • Creates relevant options for addressing problems and opportunities that will achieve desired outcomes.
  • Systematically evaluates business opportunities, targeting those with the greatest potential for producing positive business results.
What you will need:
  • High school diploma or GED required. Bachelor's degree in Management, Engineering, or related field preferred.
  • Minimum of five years of industry experience
  • One (1) year of supervisory experience
  • Excellent written and verbal communication skills required.
  • Must have good organizational and computer skills.
  • Must be self-motivated and energetic.
  • Ability to work within labor agreement if applicable.
  • High speed manufacturing environment, sustained exposure to high frequency noises, multiple hours standing, walking on concrete surfaces
  • Personal Protective Equipment required in mill environment.
  • Dirt, noise, odor, & temperature extremes.
  • Climbing stairs, ladders, and scaffolding
  • Exposure to hazardous chemicals used in manufacturing process


Total Reward DetailsWe prioritize an exceptional workplace experience, offering a comprehensive total reward package. This position is eligible for our Incentive Plan. Compensation ranges are estimates based on market data.Actual offers account for internal equity and the candidate's job-related knowledge, skills, education, and experience. Benefits, including medical, dental, vision, and more, generally begin after 30 days. Our paid time off includes vacation days, personal days, and company holidays. For more on our compensation philosophy, please contact our Talent Acquisition Team at Talent.Acquisition@clearwaterpaper.com.

Clearwater Paper does not offer sponsorship for employment-based visa status (including, but not limited to, H-1B visa status and other employment-based nonimmigrant visas) for this position.Accordingly, all applicants must be currently authorized to work in the United States on a full-time basis and will not require Clearwater Paper's sponsorship to continue to work legally in the United States.

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)