What you will be responsible for in this role
Safety Culture
Lead by Visible Example: Actively champion a Safety First, Production Second mind set. Conduct regular, high-visibility floor walks and Job Safety Audits (JSA) alongside the production supervisors to model correct safety behaviors and PPE.
De-stigmatize reporting: Foster a psychological safety culture where team members feel empowered to report near-misses, hazards, and minor injuries immediately without the fear of retaliation or blame.
Operationalize Daily Safety: Embed safety into the daily production rhythm. Ensure that shift handovers and Tier 1/Tier 2 huddles always lead with safety metrics and hazard callouts before discussing production targets or headcount.
Production Execution and Schedule Adherence.
Own the Schedule: Coordinate daily and weekly manufacturing schedules to ensure 100% on-time delivery to customers.
Cross-Functional Alignment: Collaborate closely with Supply Chain, Planning, and Logistics to anticipate material bottlenecks and adjust production flow accordingly.
KPI Accountability: Drive and report on core manufacturing metrics, including Efficiency, Scrap Rate, First-Time Yield, and Plan vs. Actual output.
Workforce Management
Dynamic Labor Flexing: Monitor headcount in real-time across various assembly and fabrication areas. Strategically shift/flex personnel to high-priority or bottleneck zones to optimize labor utilization.
Supervisory Leadership: Directly manage, mentor, and develop 5 Production Supervisors. Hold them accountable for shift handovers, daily tier meetings, and floor-level performance.
Labor Planning: Oversee standard work hours, overtime tracking, absenteeism, and seasonal or demand-driven staffing adjustments for the 260-person team.
Operational Excellence and Process Improvement
Lean Deployment: Co-lead, and sustainment of the company’s Operational Excellence (OpEx) model, specifically focusing on Standard Work (SW), Leader Standard Work (LSW), and Tier Accountability Processes in areas of responsibility.
Kaizen Leadership: Own and execute targeted Kaizen events and rapid improvement projects to eliminate waste, improve quality, and reduce manufacturing cycle time in collaboration of the OpEx Leader and Manufacturing Engineering Team.
Area Transformation: Collaborate in major layout and process reconfigurations necessary for plant restructuring or new product introductions, ensuring a safe and efficient work environment assuring.
Establish a “Stop-and-Fix” Culture (Jidoka and Build in Quality): Cultivate an environment across all team members where quality is owned at the individual workstation rather than relying on final inspections. Empower operators to stop the line immediately upon detecting a defect to prevent passing non-conforming material downstream (I do not accept, produce or pass defects rule).
What are the basic qualifications?
Bachelor’s degree in engineering (Industrial, Mechanical, Manufacturing), Operations Management, Business Administration, or a related field. Equivalent hands-on manufacturing leadership experience (10+ years) will be considered in lieu of a degree.
Leadership Experience minimum of 5–7 years of progressive leadership experience in a high-volume manufacturing environment.
Proven track record of managing large organizational structures (200+ total headcount) and managing through subordinate leaders (Supervisors/Leads).
Workforce Optimization: Deep understanding of labor efficiency metrics, capacity planning, and line-balancing techniques.
Lean Manufacturing: Strong background in Lean, Six Sigma, or TPS (Toyota Production System).
Systems Literacy: High proficiency with ERP/MRP systems (e.g., SAP, Oracle, Plex) and Manufacturing Execution Systems (MES). Strong Excel skills for data-driven decision-making.
Soft Skills & Leadership Attributes
Agility & Problem-Solving: Ability to thrive in a fast-paced environment where priorities shift rapidly based on headcount and material availability.
Communication: Exceptional verbal and written communication skills; capable of shifting tone seamlessly from a floor-level huddle to an executive briefing.
Conflict Resolution: Experienced in managing employee relations, driving engagement, and building a cohesive culture across diverse production areas.
How We Define Our Values and Why You Should Join Our Team
The backbone behind our collection of outstanding businesses is a team of dedicated employees who protect and enhance our valued reputation for quality and delivering what we promise. It’s our values that define Dover to all our key audiences: our shareholders, customers, prospective employees and especially ourselves.
These values must be expressed in our work and embody our actions, as they form the basis by which we do our jobs, make decisions and measure our performance. It’s our unwavering commitment to maintaining our values that defines who we are as a Company.
Collaborative Entrepreneurial Spirit
Winning Through Customers
Respects and Values People
Expectations for Results
High Ethical Standards, Openness, and Trust
What’s in it for you?
Medical, Dental, and Vision
401k Retirement Plan
Flexible Spending
Paid Holidays
#LI-CW2

This position is eligible to earn a discretionary bonus based on performance metrics and other criteria outlined in our applicable bonus plan.

This position is eligible to earn commissions based on performance metrics and other criteria outlined in our applicable commissions plan.

We consider several job-related, non-discriminatory factors when determining the pay rate for a position, including, but not limited to, the position’s responsibilities, a candidate’s work experience, a candidate’s education/training, the position’s location, and the key skills needed for the position. Pay is one of the Total Rewards that we provide to compensate and recognize employees for their work.



The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.
Dover Food Retail is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other factors prohibited by law.
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