Production Team Leader

Position Summary

The Production Team Leader owns day-to-day shift execution and serves as a Coaching Resource who helps team members succeed. This role builds a People First environment through clear expectations, respectful coaching, timely decisions, and consistent follow-through. The Team Leader aligns people and resources to the approved production schedule and owns shift results for safety, quality, delivery, productivity, and accurate reporting.

People First Leadership

Model Integrity, Collaborative, Ownership, Curious, Grit, and Ingenuity. Live our expectations through real conversations respectfully and in real time, and work across shifts and plants in the spirit of We Are ONE. Listen before drawing conclusions, invite differing viewpoints, recognize contributions, and address concerns fairly and consistently. Take ownership of outcomes, remove obstacles, and close the loop with those affected.

Essential Responsibilities

Coach and develop the team

• Build relationships on the production floor and create an environment where team members feel respected, informed, and comfortable speaking up. Explain what success looks like and give team members the training, tools, and support to achieve it.
• Partner with HR and the Plant Leader on staffing needs and interviews. Own a welcoming shift onboarding experience, verify training progress, and check in regularly with new team members to support confidence and retention.
• Provide timely recognition and specific coaching. Address performance and behavior concerns privately, understand the whole story, agree on actions and follow up. Apply the Team Member Handbook consistently and partner with HR and the Plant Leader on progressive discipline.
• Conduct monthly 1 with 1 meetings and annual Individual Development Plans for direct reports. Carry out agreed development actions and build team members’ ability to solve problems and make decisions within their roles.

Lead safe and reliable shift execution

• Lead pre-shift meetings 15 minutes before the shift begins. Communicate priorities, safety and quality concerns, staffing, changes, and open actions. Confirm understanding and provide complete handoffs between shifts.
• Assign and adjust work based on skills, training, staffing, and the approved production schedule. Coordinate with technical and support resources to remove obstacles and maintain production flow.
• Use IQMS, RealTime, and production reporting to monitor results, identify gaps early, and take corrective action. Ensure production, inventory, timekeeping, and shift records are accurate and completed on time.
• Maintain safe work practices, required PPE, housekeeping, and approved quality procedures. Address audit findings and follow applicable safety requirements and ISO 9001 requirements within the shift’s scope.
• Lead root cause analysis and practical improvements with team members and process owners. Assign actions, verify effectiveness, and communicate changes before they affect others. Participate in plant improvement planning and perform other duties as assigned.

Decision Making Authority

Make timely decisions within approved policies, procedures, training, staffing plans, and limits delegated by the Plant Leader. Consider safety, quality, team member impact, and customer commitments. When an issue exceeds this authority, contain the immediate risk, bring facts and a recommendation to the appropriate owner, and follow through until the outcome is confirmed.

Area Team Leader authority Approval or partnership required

Shift staffing and work Assign and reassign trained team members; adjust work within the approved schedule and staffing plan. Plant Leader approval for added staffing, changes to production priorities, or changes affecting other shifts or departments.

Timekeeping and coverage Review time records; approve time off and overtime within established policy, coverage needs, and delegated limits. Plant Leader approval when requests exceed delegated limits, budget, or required coverage.

Safety and quality Stop or pause affected work when safety or product quality is at risk; contain the issue and promptly notify the appropriate owner. Follow approved escalation and restart procedures. Quality disposition and process changes remain with authorized Quality or technical owners.

Coaching and employment Set expectations, recognize contributions, coach, document concerns, and follow up on agreed actions. Partner with HR and the Plant Leader on formal discipline and hiring decisions. Obtain authorized approval for termination, pay, or employment status changes.

Processes and resources Resolve routine shift issues using approved methods and available resources; recommend improvements. Obtain approval from the responsible owner before changing policies, controlled documents, validated process settings, customer requirements, or spending beyond delegated limits.

Communication and Follow Through

• Inform affected team members, shifts, and process owners before implementing changes whenever possible. Explain what is changing, why, when, and who owns the next step. Communicate urgent changes as soon as practical.
• Escalate unresolved safety or quality risks, staffing gaps, equipment problems, and delivery risks promptly. Share the impact, actions already taken, support needed, and recommended next step; do not let an open issue disappear at shift change.

Measures of Success

Performance is evaluated against agreed goals for safe work, product quality, on-time delivery, schedule execution, production performance, and accurate records. People First results include effective onboarding and retention, completed coaching and development commitments, consistent expectations, timely communication, and verified closure of improvement actions.

Education and Experience

• Associate’s degree in Leadership Development, Supervisory Management, or a related field, or an equivalent combination of relevant education and leadership experience.
• Five to seven years of production experience; at least three years of leadership or supervisory experience; and three to five years of ERP experience.
• Lean and continuous improvement experience; proficiency with Microsoft Word, Excel, and PowerPoint. Training Within Industry knowledge preferred.
• Clear oral and written communication; demonstrated ability to coach, build trust, make sound decisions, and lead collaborative problem solving.

Physical Demands

The role requires extended standing and walking, handling tools or controls, and communicating and listening. Occasional climbing or balancing and lifting or moving items weighing up to 40 pounds are required. Vision requirements include close, distance, color, and peripheral vision, depth perception, and the ability to adjust focus.

Activity Frequency Lifting or force Frequency

Stand and walk Constantly Lift or carry 10 lb or less Frequently

Sit Occasionally Lift or carry 11 to 20 lb Frequently

Handle or finger Constantly Lift or carry 21 to 40 lb Occasionally

Reach outward Constantly Lift or carry over 40 lb Not applicable

Reach above shoulder Occasionally Push or pull 12 lb or less Occasionally

Climb and crawl Occasionally Push or pull 13 to 25 lb Occasionally

Squat or kneel Occasionally Push or pull 26 to 40 lb Occasionally

Bend Frequently Push or pull over 40 lb Not applicable

Frequency guide: Occasionally means up to 33% of the workday; Frequently means 33% to 66%; Constantly means more than 66%. Not applicable means the activity is not required.

Work Environment

Work is performed primarily in a manufacturing environment with moderate to high levels of dirt, noise, vibration, moving equipment hazards, fumes, chemicals or solvents, and electrical hazards. Occasional office work includes computers and standard office equipment. Required PPE, including safety glasses, safety shoes, and hearing protection, must be worn as applicable throughout the shift.

Core Competencies

• People First leadership and trust: listen, coach, recognize contributions, and address concerns respectfully and consistently.
• Ownership and accountability: own results, clarify commitments, remove obstacles, and close the loop.
• Decision making and problem solving: use facts, act within authority, and escalate promptly with a recommendation.
• Communication and collaboration: provide clear, timely, trustworthy information and consider downstream impacts.