At Dreyer's Grand Ice Cream, we are excited to start a new chapter of accelerated growth as part of Froneri - a global pure-play ice cream leader. Come help us transform DGIC into the #1 ice cream brand! With nearly 100 years of winning experience in the U.S, a robust portfolio of powerhouse brands that consumers know and love such as Hagen-Dazs, Drumstick, Dreyer's & Edy's, Skinny Cow and Outshine, and the backing and coaching of European-based ice cream experts, we know we have the winning recipe. Headquartered in Walnut Creek, the Bay Area's hub for up-and-coming food trends, our teams across our offices and factories are raising the bar on all things ice cream. We are investing in significant capital expansions to grow our Operations and Supply Chain and are transforming how we work at every level to become agile, accelerate growth and elevate our quality. With a renewed focus on frozen treats, our tight-knit team of ambitious innovators are fully immersed in the business and encouraged to flex and make decisions quickly. We are committed to pursuing every great idea and delivering the best ice cream experience for our consumers, when and where they want it. Unleash your potential at Dreyer's Grand Ice Cream and discover what a sweet career we have in store for you. Main Purpose of Job: Responsible for leading production and prioritizing demands for other departments throughout their shift, ensuring a high level of machinery efficiency, product quality and both material and labor cost optimization. Role and Activity
- To Plan: organize, facilitate, and control your shift. This includes all activities of your team to achieve the required standard of production within your shift. Think ahead and prepare for the next shift.
- Accountability: To make sure that your team members are held accountable for their actions. Enforces the rules agreed by the company. Candidly reprimand people when required, never turning a blind eye for issues. Always be on time and take PTOs only when there is minimal negative impact for the factory. Does not create excuses and admits their fault.
- Training and developing: To drive each of their team's individuals upskilling through the execution of a training plan and demonstration assessments, while ensuring their skills matrices are up to date. To assess skill gaps on the floor and based on the skills matrices, and to address them accordingly. To foments their team to cross train and learn new technologies / machines / platforms.
- Your Training: To ensure that you understand all machinery across all production lines and work with your manager to address any areas of opportunity.
- Food Safety and Quality: To comply with all written documented/controlled procedures which comply with food safety and quality. To control quality within your shift, using your team members to ensure that standards are always adhered to. (You and your team are responsible & accountable for quality within your shift).
- Hygiene & Housekeeping: The expectation of housekeeping in your shift is extremely high and must always be maintained. Your shift will be audited and scored; and you will need to brief your team daily. To lead by example to ensure that your team complies with all instructions and adheres to the good manufacturing practices, including applying NO GHOST BUSTERS policy, the clean as you go principle, always maintaining dry floors and ensuring production lines are handed over spotlessly clean to the following shift.
- Cost Control: (WASTE & DOWNTIME): To utilize the resources at hand and the knowledge of the product, machinery and processes under your management minimize waste and downtime. To adopt a regime within your team to control and segregate waste within your shift. To drive improvement actions to reduce waste, downtime, and labor usage on all production lines.
- Communication: Face to Face: To adopt an open forum towards communicating with your team, and ensure they are kept up to date. To participates on your team's SHOs, and coach them on its execution. To communicate with technical depth the issues affecting your lines on meetings, and adequately cascade information back to your team members.
- H.E Management (Safety / Health and Environment): To ensure that your working practices and your shift comply with company rules, procedures, and standards.
- Staffing: To actively seek for staffing changes when unable to develop their people to the desired level. To plans your staffing in advance, being aware of all gaps and acting towards correcting them.
- People: To know every single member of their staff, to empower their team members, and hold them accountable. To constantly challenge their team to improve on their results and give them feedback on improvement opportunities. To fairly evaluate their team members based solely on performance and merit.
- Process/Machinery: To fully understands Ice Cream manufacturing, both composition and processes-wise. To fully know their lines speeds / capacities / bottlenecks / limitations and to use that knowledge coupled with root cause analysis whenever affected by an issue. To understand the basics of all filling/packaging area machinery work principles, including basic mechanics, pneumatics, electronics, and refrigeration.To navigate the equipment's HMIs and interpret information coming from them before acting. To troubleshoot issues at least to the point of providing a diagnosis of the issue's nature, and to fix or attempt to fix simple issues by yourself. To understand the working principle of a Freezer and all its main components and settings.
- Management: To spend most of your time on the shop floor with your team and remain present where the issues are. To be able to make staffing, scheduling, planning and execution decisions when faced with issues, knowing how to prioritize based on the business' needs. Needs to be comfortable with crisis management and perform under pressure.
- Other duties as assigned.
Measurable Outcomes
- Quality targets in terms of complaints, rejects and CRQS.
- Dry floors & Clean as you Go •Food Safety incidents.
- Waste, losses and ZBL targets.
- Attainment targets.
- Labor variance and labor cost per unit produced.
- H&S incidents.
- Team's training matrices progress.
- Team's engagement survey improvements.
- General factory 5S and organization, including proper storage of tools and parts.
Behaviors
- Adaptable - Adjust approach to match varied task requirements; Adjust behavior to others' styles; Change priorities to meet changing demands; Adjust quickly to new responsibilities and tasks.
- Communication - presents ideas optimally, actively listens and works across functional boundaries.
- Teamwork/ Cooperation - effectively working within and outside the formal line of authority.
- Performance - Open to change and will always look for better, simpler, and more effective ways of operating.
- Hands on approach. - Decisions and plans based on seeing and being part of the event, not solely based on report reading.
- Zero compromise on Quality and excellence. - Hygiene, Process, Labor resource and Waste.
- Entrepreneurial - challenges the status quo and explores new ideas and opportunities. Continually striving to increase the knowledge of the processes and products - Understand all tasks, processes and activities as an expert in Ice cream.
- Accountability - Personal commitment, full participant who uses personal impact to build the business.
- Consumer focused - Produce product to the agreed quality standards.
- Know Your People - Spend time getting to know your people, their skills, interests, knowledge, etc.
- Leadership - Walk the talk, practices what they preach to their team members, while being a role model for them. Behave as a FRONERI manager, embodying the company culture.
Levels of Responsibility
- People (your team in area of responsibility).
- Process (the proper use & cleaning of machinery in your area)
- Product (delivering products @ the right quality, right time and target cost with correct paperwork).
Position Qualifications and minimum education level:
- Bachelor's degree AND 2 years of leadership experience, •Strong mechanical aptitude and troubleshooting through root cause problem solving.
- High energy level and excellent follow-up.
- Intermediate level computer skills in Microsoft Office, NT/XP/Vista preferably in a manufacturing environment.
- OR 5 years of supervisory/management experience, preferably in a manufacturing environment.
- OR 2 years in a leadership role in the United States Military.
- 18 years of age or older.
- Aptitude for automated mechanical processes with good troubleshooting and diagnostic skills.
Additional Requirements:
- Work extended days and/or weekends with flexibility to switch shifts as required.
- Willing to work in a factory where ambient conditions may be very cold, wet or warm.
Preferred Experience:
- Experience in food processing or packaging.
- Experience in Supply Chain and/or Inventory Control.
- Experience in Quality and Good Manufacturing Practice (GMP's) in a food processing environment.
- 1 year of experience in Continuous Improvement environment (Lean manufacturing or Total Productive Maintenance.
- (TPM) preferred).
- Maintenance background is a plus.
Skills:
- Ability to maintain a safe working environment through proper housekeeping and safety practices.
- Excellent communication skills (oral, written and listening). Ability to adjust communication style to multiple audiences, facilitate group coaching, and information sharing. Ability to positively confront and effectively deal with noncompliance through effective Soft Skills .
- Excellent people skills - maintain a positive attitude and ability to motivate people, specifically mentoring and coaching individuals in identifying short- and long-term development needs and providing appropriate support.
- Confidence in own capacity and judgment. Be willing to face challenging situations. Develop ability to build personal relationships based on trust, mutual respect and open communication.
- Adaptable - adjust approach to match varied task requirements, adjust behavior to others' styles, change priorities to meet changing demands, adjust quickly to new responsibilities and tasks.
- Ability to run multiple priorities at one time through highly developed organizational skills.
- Ability to set effective and meaningful objectives.
- Strong mechanical aptitude and troubleshooting through root cause problem solving.
- High energy level and excellent follow-up
- Intermediate level computer skills in Microsoft Office, NT/XP/Vista version(s)
Work Environment: In this position, the employee will regularly work with and around others; in a wet and/or humid environment; in areas of high noise level; and around mechanical, electrical, and pressurized equipment. The work is fast paced. The position involves frequent exposure to nuts and other potential allergens. The pay scale for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Dreyer's Grand Ice Cream, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. The pay range for prospective employees in this role is between $95,950 and $105,950 per year. Dreyer's Grand Ice Cream Inc. provides equal employment opportunities for all applicants, regardless of race, religion, gender, national origin, age, disability, marital status, veteran status, or any other protected characteristic. 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)