Hallmark Operations Supervisor - 2nd Shift in Lawrence, Kansas
WHEN YOU CARE ENOUGH YOU CAN CHANGE THE WORLD.
Do you want to work for one of the world's most trusted and recognized brands? Hallmark is a company rooted in connecting people. We care for our employees, our communities, and our world. A career at Hallmark means you get to make a big impact and create something that can make a genuine difference. We’re looking for people who want to continue to carry our vision forward.
WHO WE ARE & WHO YOU ARE:
As an Operations Supervisor – Supply Chain, you will lead up to 35 Hallmark employees, directing and coordinating the scheduling and assignment of work to ensure productivity, serviceability, quality, and cost targets are met. Across supply chain at Hallmark, we focus on working together to accomplish goals as a team, exceeding our customer’s expectations along the way!
The Operations Supervisor will:
Productivity – you’ll be leading all activities within your assigned area, working towards goals and objectives to ensure they are met.
Continuous improvement – you’ll be using a disciplined problem-solving approach, using PDCA/A3 tools with our leadership team and operators to achieve or exceed cost reduction targets.
Leadership – leading and motivating your team as you provide direction and support to carry out the goals and objectives of your area as well as the company.
The Operations Supervisor role is for our Kansas Manufacturing supply chain location in Lawrence, Kansas, on 2nd Shift. Occasional weekend work may be required for those on a M-F weekly shift, dependent on business need.
Hallmark products are produced in both of our Kansas Manufacturing facilities located in Lawrence, Kansas. This facility produces most of our greeting cards.
Interested? Follow the application instructions below to apply.
You must show how you meet the basic qualifications (listed below) in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are Microsoft Word (DOC or DOCX), PDF, HTML, or TXT.
In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment. Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference checks.
The following is required to be considered for this role:
High school diploma, GED or equivalent AND a minimum of 3 years supervising direct reports; OR Associate’s degree or higher.
Experience with Microsoft Office (Word, Excel, PowerPoint, Outlook).
Your resume and application will stand out if you have:
Bachelor’s degree in supply chain, engineering or production operations.
Experience managing direct reports in a manufacturing or distribution environment.
Experience with equipment and/or building maintenance.
Ability to lead, coach and mentor teams.
Strong organizational skills and attention to detail.
Strong written and verbal communication skills.
Experience with SAP.
Project management experience.
Adept at seeing opportunities to improve upon the status quo and implementing solutions.
Familiarity with Lean principles.
This job could be located at any of our production facilities in Lawrence or Leavenworth, KS OR our distribution center in Liberty, MO. Relocation assistance will not be provided.
May be required earlier or later than stated hours depending on business need.
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)