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Revlon Manager, Warehouse, Receiving and IRA in Oxford, North Carolina

Description

Responsibilities to include on-time delivery and accuracy of orders from Warehouse to Filling and Assembly, Central Weigh, and Distribution. Oversee IRA department and provide support when needed. Maintain staffing levels across the first shift for each department.

Major Duties:

  • Oversee a 24x7 Warehouse and Receiving team to accurately track and execute the receipt of deliveries timely, accurate transfer to the Warehouse

  • Drive 1st shift warehouse team to complete picking transactions for F/A, Central Weigh, and Distribution

  • Ensure IRA team is completing count procedures for SOX compliance and reconciling inventory discrepancies

  • Ensure all deliveries are accurately and swiftly reconciled to the related purchase orders and that inventory levels in SAP are managed to reflect accurate amounts on hand.

  • Lead, supervise and develop a team of 2 group Leader, 25 Warehouse Technicians, 6 Inventory Technicians, and 2 IRA Clerks to ensure effective execution of Warehouse and Receiving operations.

Experience:

  • 8 + years of directly related experience in managing receiving, warehouse operations, and inventory control/reconciliation.

  • Certification in the operation of all types of forklifts with preference to qualification to train staff on same.

Knowledge, Skills, & Abilities:

  • Inventory and Receiving management experience

  • Demonstrated expertise in managing both lower level and finished goods inventory

  • Knowledge of SAP logistics applications will be a plus

Education:

  • Bachelor’s degree in a related field preferred.

  • 10+ years of directly related experience can be considered in lieu of a degree.

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)

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