Internal Job Advancement Program Supervisor

Department

Environmental Health & Safety (EHS)

Reports To

Director of Environmental Health & Safety

Position Summary

The Internal Job Advancement Program Supervisor is responsible for the overall coordination, supervision, and execution of Greater Omaha Packing’s Training-Linked Internal Job Advancement & Bonus Program. This position is housed within the Environmental Health & Safety (EHS) Department and serves as the primary supervisor of record for all program participants.

In addition to program oversight, this role is responsible for actively recruiting and identifying existing team members who demonstrate strong safety performance, reliability, and readiness for advancement. The Program Supervisor proactively builds and maintains a pipeline of internal talent and ensures that workforce progression is driven by safe, qualified, and compliant development, with a strong emphasis on injury prevention, competency validation, and risk reduction.

This is a leadership and governance role — not a production line supervisory position.

Key Responsibilities

Program Leadership & Safety Governance

• Serve as the designated Supervisor of Record for all employees assigned to the Internal Job Advancement Program.


• Provide direct supervision and daily operational coordination for all program participants.


• Ensure advancement is based on demonstrated safe work practices, not just production output.


• Embed EHS principles into all training plans and qualification standards.


• Act as the single accountable owner for program quality, consistency, and compliance.

Internal Recruitment & Talent Identification

• Proactively recruit and identify existing team members across departments for potential participation.


• Work with Operations, HR, Training, and Safety to identify high-performing, reliable employees.


• Maintain a rolling internal candidate pipeline aligned with business needs and program capacity.


• Conduct informational sessions and one-on-one discussions to assess readiness and interest.


• Ensure recruitment decisions are fair, consistent, and defensible.

Individual Training Plan & Risk Management

• Develop and maintain individualized training and qualification plans for each participant.


• Establish participant-specific benchmarks with emphasis on:




• Safety performance


• Ergonomic exposure


• Task hazard awareness


• PPE compliance




• Identify high-risk tasks and prevent advancement into roles without proper qualification.

Documentation & Compliance Control

• Maintain all official program records including:




• Individual training plans


• Benchmark tracking


• Weekly progress reviews


• Qualification sign-offs


• Program removals and reassignments




• Ensure documentation supports OSHA defensibility, workers’ compensation reviews, audits, and legal compliance.


• Serve as the official custodian of all advancement program records.

Weekly Progress Reviews

• Lead and document weekly participant reviews with Department Leadership, Training, and Safety.


• Evaluate readiness based on skill mastery, safe execution, attendance, and conduct.


• Delay or suspend advancement where safety or competency risk exists.

Qualification & Advancement Control

• Coordinate final qualification evaluations with Floor Supervisors, Department Managers, and Training.


• Validate that all required training is completed and safe performance is demonstrated.


• No employee advances without documented safety and competency sign-off.

Cross-Functional Safety Integration

• Serve as the safety governance liaison between EHS, Operations, Training, HR, and CI.


• Provide leadership with internal talent pipeline metrics, injury trends tied to job progression, and training gap analysis.

Authority & Decision-Making

The Program Supervisor has authority to:

• Recruit and recommend internal candidates.


• Recommend acceptance or removal of participants.


• Modify training benchmarks.


• Delay or deny qualification due to safety risk.


• Recommend reassignment following program removal.

Final employment and placement decisions remain with Operations and Human Resources.

Required Qualifications

• Leadership experience in Safety, EHS, Training, or Operations.


• Demonstrated experience in workforce development, internal recruiting, and performance documentation.


• Strong working knowledge of OSHA principles and manufacturing safety practices.


• Comprehensive operational understanding of all major job functions across both production floors, including:




• Slaughter operations


• Fabrication lines


• Ground Beef operations




• Ability to independently:




• Walk and assess any department.


• Identify task-level hazards and ergonomic risks.


• Evaluate readiness for advancement based on real job demands.

Key Competencies

• Safety leadership


• Coaching and mentoring


• Talent identification


• Regulatory awareness


• Data-driven decision-making


• Fair and consistent enforcement


• Strong ethical judgment