Manufacturing Support Manager

Everyday, our American Boot Builders proudly put their hearts into building and delivering remarkable, purpose-built products that will make an impact on people’s lives today and future generations. Build a product you'll be proud to stand behind. Build your legacy at Red Wing Shoe Company.

The targeted hiring range for this full-time position is $73,000-$99,400 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

GENERAL PURPOSE OF JOB:

Responsible for managing the budgets, schedules and efficient operations for all Maintenance processes along with driving improved performance, employee development and engagement in the Red Wing, MN plant 2 manufacturing facility. Additionally, this position will be responsible for supervising the buildings’ maintenance crew as well as the Mold Shop employees.

ESSENTIAL DUTIES and RESPONSIBILITIES:

• Develop and implement goals and action plans for maintenance function assuring alignment within US manufacturing, Supply Chain and other business partners to achieve business objectives: safety, quality, cost, delivery and people.

• Ensure team effectiveness through communications; coaching/counseling; monitoring and appraising job results; initiating, coordinating, and enforcing policies/procedures/collective bargaining requirements; selection, training and development; and maintaining a safe, secure and legally compliant work environment.
• Drive continuous improvement of maintenance systems/processes and people through implementation of LEAN, TPM and other methodologies as well as effective assessment of capabilities, development of strategies/action plans including change management and optimization of internal/external resources.

• Manage efficient and effective cost control for areas of responsibility (e.g., forecasting requirements; preparing annual budget; scheduling expenditures; analyzing variances; initiating corrective actions) while ensuring effective support of manufacturing operations.
• Ensure effective collaboration with manufacturing and other business functions.
• Insure and role model compliance with all company and regulatory policies and procedures (e.g., safety, quality, finance, human resources, legal).

EDUCATION and EXPERIENCE:

Bachelor’s degree from four-year college or university preferred and three to five years related experience/training; or equivalent combination of education and experience.

ADDITIONAL DESIRABLE QUALIFICATIONS

• Maintenance Management Systems experience

• Working knowledge of TPS (Toyota Production Systems)

• Knowledge of the Footwear Industry and related Manufacturing processes strongly preferred
• Electrical certification

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check and physical exam which includes a drug screen.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.



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)