What are the responsibilities and job description for the Laundry Supervisor position at Great Wolf Lodge?
At Great Wolf, the Laundry Supervisor is responsible to oversee the team of Laundry attendants towards achieving the operational objectives while ensuring that the hotels operational standards are met.
Essential Duties & Responsibilities
- Responsible for the scheduling of the Laundry department
- Arranges/Conducts training for new employees and provides continued training for current employees
- Oversees the activities and actions of the laundry personnel to ensures all linen is washed, dried, folded, and stored in a timely manner
- Ensures laundry department area is kept clean and organized
- Keeps mechanical equipment clean and well maintained and reports to engineering any mechanical problems for repair
- Provides performance feedback and coaching to Housekeeping pack members regularly
- Ensures laundry chemicals are stocked and ready for use
- Ensures chemical are properly hooked up to equipment
- Inventories linen monthly
Required Qualifications & Skills
- Previous experience in Housekeeping or Laundry
- Willingness to work flexible schedule including nights, weekends, and/or Holidays as needed
- Successful completion of criminal background check and drug screen
Desired Qualifications & Traits
- Prior experience in a leadership/supervisory capacity
- Strong leadership skills
- Committed to comprehensive and in-depth analysis, planning and implementation of every work task
Physical Requirements
- Able to lift up to 30 lbs.
- Able to push/pull up to 100 lbs.
- Able to bend, stretch, and twist
- Able to stand for long periods of time
- Able to work with chemicals according to directions
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)
