Production Supervisor

General Statement of Responsibilities: Responsible for supervising production employees to achieve departmental and Plant goals within the scope of the position.

Essential Duties (Other duties may be assigned as necessary):

• Directs and coordinates the activities of employees engaged in the production and assembly of bearings and/or bearing related components or products.
• Confers with other supervisors to coordinate operations and activities within or between departments.
• Plans and establishes work schedules and assignments to meet production goals.
• Conducts employee training in operations, work procedures, and/or safety procedures OR assigns employee  training to experienced workers.
• Interprets specifications, parts prints, production schedules, and Company policies for workers.
• Keeps records of employees' attendance and hours worked.
• Confers with management and subordinates to resolve problems and complaints.
• Recommends and/or implements measures to motivate employees and to improve production methods, equipment performance, product quality, and/or efficiency. 
• Recommends and/or executes personnel actions, such as hiring, evaluations, disciplinary actions, and/or terminations in conjunction with Plant Management and Human Resources.
• Support the Plant quality system and goals.
• Support the Plant improvement system and goals.
• Support the Plant safety systems and goals.
• Regular and predictable attendance.
• Compliance to applicable Company, Corporate, State, & Federal regulations. 

Education: Bachelor's degree from an accredited university or college in an appropriate business or engineering-technology discipline. 

Experience: Prefer 1 to 3 years of manufacturing experience, in addition to experience supervising employees formally or informally. 

Starting Wage : Base starting wage is $57,000 - $62,000/annually. The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to: job-related knowledge/skills, experience, business needs, geographical location, and internal equity. At NTN, it is not typical for an individual to be hired at or near the top end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate.