Watch here to see what it's like to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

GENERAL PURPOSE OF JOB:

The Senior Manufacturing Supervisor is responsible for efficiently and effectively managing all daily operations in either the upper or lower tannery, including but not limited to managing salaried and hourly team members, developing positive employee/labor relations, coordinating production flows, controlling material and resource utilization, assuring compliance with safety and quality requirements, actively engaged in ensuring effective equipment maintenance and leading/participating in process improvements. 

ESSENTIAL DUTIES and RESPONSIBILITIES:

1. Lead and empower salaried team members through effective selection, onboarding, training, communication, coaching and enforcement of company policies.

1. Lead and empower union team members through effective selection, onboarding, training, communication, coaching, training and enforcement of company policies, while adhering to the existing Labor Agreement.

2. Assure production of leather products consistent with quality expectations of the company and the customer.

3. Maintain a safe and healthy work environment by owning and role modeling company policies, procedures and regulatory requirements and assuring team member knowledge and adherence.

4. Provide internal and external customer service consistent with quality and service expectations of the company and the customers, including but not limited to concise and timely communications with both internal and external customers.

5. Promote and participate in LEAN and continuous improvement processes, develop team member capabilities through education and engagement and drive implementation/sustainment of changes.

OTHER DUTIES AND RESPONSIBILITIES:

• Role model and uphold Red Wing Shoe Company’s core values and policies.

• Insure a clean and safe work environment.

• Maintain technical and managerial knowledge by participating in formal and informal educational workshops, classes, presentations and programs.

• Complete other duties as assigned by management.

EDUCATION and EXPERIENCE:

Bachelor’s degree from four-year college or university and three to five years related experience or training; or equivalent combination of education and experience.

ADDITIONAL DESIRABLE QUALIFICATIONS

• Demonstrated effective leadership skills, including the ability to motivate employees and drive accountability for performance.

• Successful leadership experience in a union environment

• At least two years of experience leading people in a manufacturing environment

• Excellent communication and team building skills

• Leather industry knowledge

• Microsoft Office proficiency

• Analytical and innovative thinking

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.

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

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

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

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)