What are the responsibilities and job description for the QA Supervisor position at Ruiz Foods?
Description
DUTIES AND RESPONSIBILITIES:
- Comply with and support all Food Safety and Quality policies, procedures and program.
- Assure food safety through the implementation and monitoring of plant programs.
- Implement and maintain quality programs (HACCP; TQC; raw material; recall; hold; pre-shipment review and release; and pest control).
- Interpret, analyze, and communicate quality issues, and initiate applicable corrective measures.
- Supervises activities of the assigned area
- Maintains adherence to company policies, safety standards, quality assurance HACCP/USDA standard and good housekeeping practices.
- Verifies compliance of HACCP, Company and USDA standards through daily audits and responsible for releasing HACCP.
- Responsible for weekly and monthly reports
- Keeps records of departmental activities as required.
- Assures efficient and economical utilization of materials, improvement of QA tasks and elimination of wasteful practices within department.
- Train QA Auditors and other team members as needed.
- Manages and updates the QA Hold Tag log.
- Confers with QA Manager and the Plant Manager to establish corrective action on QA problems connected with daily production goals and results.
- Regular and dependable attendance and punctuality is an essential function of this job.
- Perform other duties as required or directed.
- Must be able to withstand cold temperatures in order to perform audits in -10-degree freezers.
- Responsible for inspecting raw materials and getting packaging temperatures for compliance.
QUALIFICATIONS:
- B.S. degree in food science, microbiology, poultry or meat science, animal science or equivalent of 3-4 years in leadership role with experience or training in the quality/food safety, sanitation or food industry.
- Must have knowledge of Microsoft
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)
