As FSQA Manager, you'll oversee food safety and quality at our facility, reporting directly to the Executive Director of FSQA to ensure independent and uncompromised quality standards.Key Responsibilities:
- Talent Management: Lead hiring, coaching, and development of FSQA Supervisors, establishing clear roles and succession plans.
- Performance Management: Set and monitor team KPIs, enforce sanitation schedules, manage corrective actions, and ensure adherence to FSQA systems.
- Process Improvement: Identify improvement opportunities, standardize processes, and drive FSQA system ROI.
- Issue Resolution: Lead cross-functional efforts for FSQA issue resolution, USDA meetings, mock recalls, and audits.
- Team Collaboration: Build strong relationships with customers and stakeholders, support new product launches, and lead company initiatives.
Qualifications:
- Bachelor's in Biology, Animal Science, Food Science, or related field.
- 5+ years of management experience in QA, Food Safety, or Regulatory Compliance.
- HACCP/PCQI certified (SQF Practitioner preferred), with USDA/FDA experience.
- Strong communication, problem-solving, and multitasking abilities.
Join us in driving food safety and quality excellence. Apply today!Application Note: Clemens Food Group is not accepting unsolicited resumes from search or staffing firms. All resumes submitted by search or staffing firms to any employee at Clemens Food Group via email, the Internet, or directly without a valid written search agreement for this role, and without having been asked to participate in this by Talent Acquisition, will be deemed the sole property of Clemens Food Group, and no fee will be paid in the event the candidate is hired. Firms not authorized to submit candidates will not be eligible for any fee or ownership claim.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)