Idaho Forest Group is seeking a Warehouse Supervisor in Athol. The Warehouse Supervisor will assist in coordinating all daily warehousing activities. This position will be responsible for training, assigning, scheduling, and communicating job expectations with personnel.

Essential Functions

• Assists and leads assigned activities associated with warehouse operations
• Responsible for managing the process of receiving, stocking, and quality control of all merchandise
• Work closely with AP
• Organize and maintain inventory and storage area
• Monitors performance and productivity to maximize operation excellence, which includes service, quality, and cost control
• Responsible for identifying areas of improvement and establishing updating existing work procedures and practices
• Responsible for organizing, planning, coordinating, facilitating, and managing all aspects of physical inventory and storage area
• Assist with determining staffing levels and assigning workload; to include training and cross-training of warehouse staff
• Ensures warehouse equipment is maintained and in proper working order
• Oversee warehouse maintenance and condition
• Achieve high levels of customer satisfaction through excellence in receiving, identifying, dispatching and assuring quality of goods.
• Ensure shipments and inventory transaction accuracy
• Confer and coordinate activities with other departments
• Actively participate in required training and development programs
• Other duties as needed

Qualifications

• Warehouse experience, preferred 5 or more years
• Strong interpersonal skills
• Intermediate computer knowledge
• Procurement experience in an MRP environment
• Possess analytical skills
• Possess decision-making skills
• Possess strong attention to detail
• Possess strong written and verbal communication skills
• Work independently with minimal direction and oversight
• High School Diploma or GED (or willingness to quickly obtain one as a condition of employment)
• Valid Driver’s license with acceptable driving record for business related trips

As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

Physical Requirements:

Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations and airborne particles (sawdust).

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.

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)