Sr Production Supervisor

ReadyOne Industries is a mission‑driven manufacturer producing military protective garments for the U.S. Department of Defense under the AbilityOne Program. The Sr. Production Supervisor is a senior operational leadership role that sits between the Production Manager and the Production Supervisors and also between the Production Manager and the Team Leaders, serving as the primary management layer responsible for translating strategic production priorities into consistent floor‑level execution. Production Supervisors report directly to the Production Manager; in the Production Manager’s absence, Production Supervisors report to and are directed by the Sr. Production Supervisor. This role carries delegated supervisory authority over Production Supervisors and their teams when needed or assigned — accountable for production output, quality, safety, workforce development, and compliance across all lines under its span of control. The Sr. Production Supervisor is a high‑trust operational leader who exercises independent judgment, partners closely with the Production Manager, and contributes to the development of Production Supervisors and Team Leaders into progressively stronger leaders. This is the principal development pathway to a Production Manager or equivalent operations leadership role.

ESSENTIAL RESPONSIBILITIES

1. Production Operations & Floor Management Own production output across all lines under supervised span of control, ensuring Production Supervisors adhere to schedules, quality standards, and contractual delivery timelines for DoD programs including JSLIST, 2PUG, ACP, FRACU, and other government contracts. Monitor real‑time production metrics — units produced, efficiency rates, and downtime — across supervised lines; hold Production Supervisors accountable for performance and take direct corrective action when targets are at risk. Direct Production Supervisors in line balancing, workstation assignments, and resource allocation across shifts to maximize throughput and respond to fluctuating production demands. Conduct structured floor walks (minimum 75–80% floor presence) across all supervised lines to identify bottlenecks, observe supervisor effectiveness, and provide hands‑on coaching and support. Partner with the Production Manager to translate S&OP targets and customer delivery requirements into executable daily and weekly production plans. Ensure operational continuity across all lines, stepping in directly to stabilize performance during supervisor absences, escalating workforce or resource constraints to the Production Manager as needed. 2. Supervisory Leadership & People Development Directly supervise Production Supervisors, providing day‑to‑day direction, performance management, and developmental coaching that builds strong, consistent leadership across all lines. Serve as the primary management escalation point for Production Supervisors on operational, quality, people, safety, and compliance issues — resolving matters at the floor level and escalating to the Production Manager when appropriate. Set clear performance expectations for each Production Supervisor; conduct regular check‑ins, formal performance reviews, and development conversations aligned with ReadyOne’s leadership standards. Partner with the Production Manager to communicate strategic priorities, workforce plans, and operational changes to Production Supervisors, ensuring understanding and consistent execution. Lead the onboarding and structured ramp of newly promoted or hired Production Supervisors, including orientation, shadowing programs, and supervised independent practice during their transition period. Identify high‑potential Team Leaders for supervisory development pipelines; provide input to the Production Manager on promotion readiness and succession planning. Partner with HR/HRBP and the Production Manager on performance management, corrective action, attendance, and employee relations matters for Production Supervisors and their teams. Support the 2026 workforce expansion by ensuring Production Supervisors are equipped to onboard and integrate new hires effectively and at pace. 3. Quality Assurance & Continuous Improvement Enforce in‑line and end‑of‑line quality standards for all garments produced, ensuring full compliance with government contract specifications and DLA requirements. Lead structured root cause analysis (5‑Why, fishbone, Pareto) when quality issues arise; develop and implement corrective and preventive actions that address systemic causes, not just symptoms. Identify, scope, and drive process improvement initiatives to reduce waste, improve cycle time, and increase first‑pass yield across assigned and peer lines. Serve as a continuous improvement champion, partnering with Production Management to prioritize and scope improvement initiatives; leads Lean/Six Sigma efforts on assigned lines and shares outcomes, lessons learned, and best practices across the supervisor team. Collaborate with Quality, In‑Line Trainers, and the Production Manager to build a structured approach to defect prevention, skill‑gap remediation, and recurring quality pattern resolution. 4. AbilityOne Compliance & Inclusive Workforce Ensure all lines under supervised span of control maintain compliance with the 75% direct labor hours (ODLH) disability ratio required under the AbilityOne Program. Partner with HR and the Production Manager to monitor compliance trends, implement corrective measures, and proactively address ratio risks before they become contractual concerns. Coach and hold Production Supervisors accountable for understanding and executing AbilityOne compliance requirements, accommodation processes, and inclusive workforce practices on their lines. Champion a production culture grounded in respect, dignity, and equitable opportunity — one where employees of all abilities are supported to perform, grow, and contribute at their highest level. 5. Safety & Compliance Champion a zero‑incident safety culture across all supervised lines by holding Production Supervisors accountable for OSHA standards, daily safety walks, PPE compliance, and ergonomic risk mitigation. Lead or oversee safety huddles and incident investigations across supervised lines; ensure timely corrective action, documentation, and escalation to the Production Manager. Ensure compliance with all applicable regulations including FAR/DFARS, SCA (Service Contract Act), and DCAA requirements as they relate to production operations. Monitor ergonomic risk factors inherent to sewing operations and work with HR, Production Supervisors, and the Production Manager to implement proactive measures that reduce repetitive strain injuries across the floor. Support the Production Manager in cross‑facility safety reviews, corrective action tracking, and audit preparation. Oversee Production Supervisor verification of daily timekeeping in PayCom across all supervised lines, ensuring accuracy of clock‑ins, break compliance, and overtime authorization. Review and approve timekeeping exceptions, missed punches, and schedule adjustments escalated by Production Supervisors in accordance with FLSA and SCA requirements. Prepare and present daily and weekly production reports, staffing summaries, and operational updates to the Production Manager. Maintain accurate records for DCAA audit readiness and government contract compliance; ensure Production Supervisors understand and meet documentation standards on their lines. Compile cross‑line reporting and operational readiness summaries that enable the Production Manager to make informed resource, scheduling, and workforce decisions.

REPORTING STRUCTURE

Reports To Production Manager Direct Reports Team Leaders (4–6), In‑Line Trainers; Production Supervisors (2–4) if assigned or when acting in the absence of the Production Manager Indirect Oversight All direct labor employees across supervised production lines Key Partnerships Production Manager, HRBP (HR/Safety), Quality, Maintenance, Training Center, Director of Manufacturing Qualifications

REQUIRED QUALIFICATIONS

7+ years of progressive experience in a manufacturing production environment, with at least 3 years in a supervisory role managing frontline teams in a high‑volume setting. Demonstrated track record of consistent supervisory excellence; recognized as a high‑performer, go‑to resource, or subject‑matter expert by peers and senior leadership. Proven ability to manage Team Leaders and build leadership capability through deliberate coaching, feedback, and development. Strong understanding of production scheduling, line balancing, and workflow optimization in a sewing or garment manufacturing environment. Demonstrated ability to function as a senior resource, informal lead, or escalation point for peers — with or without formal authority. Ability to work closely with and support the Production Manager in translating operational priorities into floor‑level execution. Working knowledge of OSHA safety regulations, FLSA, AbilityOne compliance requirements, and quality management principles. Proficiency with timekeeping systems (PayCom preferred) and production tracking tools. Strong written and verbal communication skills; comfortable presenting operational updates and recommendations to senior leadership. High school diploma or GED required; Associate’s or Bachelor’s degree in Manufacturing, Industrial Engineering, Business, or related field preferred.

PREFERRED QUALIFICATIONS

Experience in government contract manufacturing, particularly DoD/DLA programs. Familiarity with AbilityOne Program requirements, including disability ratio compliance and inclusive workplace practices. Knowledge of DCAA audit requirements and FAR/DFARS regulations as they apply to production operations. Lean Manufacturing, Six Sigma, or continuous improvement certification. Bilingual in English and Spanish. Experience supporting organizational transformation, significant workforce expansion, or supervisory development initiatives. Prior experience in a formal or informal lead supervisor, shift lead, or acting manager capacity.

LEADERSHIP COMPETENCIES

Competency Description Mission Alignment Deep commitment to ReadyOne’s mission of empowering people of all abilities and equipping those who serve. Models mission‑driven leadership across teams. Commands authority on the production floor. Sets the operational standard for all supervisors, demonstrating best practices in real time. Actively cultivates the next generation of supervisors. Provides structured coaching, stretch assignments, and deliberate mentoring to build leadership depth. Cross‑Functional Collaboration Works effectively across Quality, HR, Maintenance, and Training to resolve issues and drive alignment. Recognized go‑to resource for peers and departments. Data‑Driven Decision Making Applies production metrics, quality data, and workforce analytics to diagnose problems, prioritize actions, and measure improvement outcomes. Champions an environment where employees of all abilities can contribute, grow, and succeed. Advocates for accommodation, equity, and dignity at every level. Accountability & Standards Sets the bar for performance, safety, and conduct. Holds self and all supervisors to high, consistent standards with fairness and follow‑through.

EQUAL EMPLOYMENT OPPORTUNITY

ReadyOne Industries is an Equal Opportunity Employer committed to fostering an inclusive environment for all employees. We celebrate diversity and are dedicated to creating a workplace where individuals of all abilities, backgrounds, and identities can thrive. As an AbilityOne participating agency, we actively recruit and support employment for individuals with disabilities. #J-18808-Ljbffr ReadyOne Industries, Inc.