Warehouse Supervisor supervises the overall warehouse operations and daily activities of staff. Oversees receiving and stowing, picking and packing, shipping, inventory management, and documentation. Being a Warehouse Supervisor optimizes efficient layouts, workflows, and utilization of warehouse space. Monitors the safety and security of goods and materials. Additionally, Warehouse Supervisor utilizes a warehouse management system (WMS), enterprise resource system (ERP), or other system to track and analyze processes and performance. Implements strong safety polices and procedures. Typically requires an associate degree or equivalent. Typically reports to a manager. The Warehouse Supervisor supervises a small group of para-professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. To be a Warehouse Supervisor typically requires 3 years experience in the related area as an individual contributor. Thorough knowledge of functional area under supervision. (Copyright 2024 Salary.com)
SUMMARY:
The primary responsibility of the Warehouse Supervisor is to plan, organize, supervise, and participate in daily warehouse operation and activities, including the receipt, documentation, storage, safety, and distribution of equipment and supplies and maintenance of inventory; providing daily oversight for employees, equipment, and processes to support quality standards.
KEY RESPONSIBILITIES:
MINIMUM QUALIFICATIONS:
PHYSICAL REQUIREMENTS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job:
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)