Production Team Leader

Nicolet Plastics LLC; Town of Mountain (WI); On-site; USD 70,000 - 90,000; Full time

Job summary

Nicolet Plastics LLC is seeking a Production Team Leader to drive day-to-day shift execution and coach a dedicated team. You will build a People First environment, align staff with the production schedule, and own safety, quality, and delivery metrics across shifts.

You will lead on onboarding, development plans, and performance discussions, while partnering with HR and the Plant Leader to ensure staffing and continuous improvement initiatives are implemented across the site.

Qualifications

• Bachelor or degree not required; but associative degree in leadership fields preferred.
• ERP experience and familiarity with production planning software required.
• Strong communication, coaching, and problem-solving skills essential.

Responsibilities

• Coach and develop the production team to meet safety, quality, and delivery goals.
• Lead pre-shift meetings and coordinate staffing with HR and Plant Leader.
• Ensure accurate shift records, performance feedback, and development plans for direct reports.

Skills

Leadership

Coaching

ERP experience

Lean manufacturing

Microsoft Office

Education

Associate degree in Leadership Development or Supervisory Management

Tools

ERP systems

MS Office (Word/Excel/PowerPoint)

Job description

Position Summary The Production Team Leader owns day-to-day shift execution and serves as a Coaching Resource who helps team members succeed. This role builds a People First environment through clear expectations, respectful coaching, timely decisions, and consistent follow-through. The Team Leader aligns people and resources to the approved production schedule and owns shift results for safety, quality, delivery, productivity, and accurate reporting. People First Leadership Model Integrity, Collaborative, Ownership, Curious, Grit, and Ingenuity. Live our expectations through real conversations respectfully and in real time, and work across shifts and plants in the spirit of We Are ONE. Listen before drawing conclusions, invite differing viewpoints, recognize contributions, and address concerns fairly and consistently. Take ownership of outcomes, remove obstacles, and close the loop with those affected. Essential Responsibilities Coach and develop the team Build relationships on the production floor and create an environment where team members feel respected, informed, and comfortable speaking up. Explain what success looks like and give team members the training, tools, and support to achieve it. Partner with HR and the Plant Leader on staffing needs and interviews. Own a welcoming shift onboarding experience, verify training progress, and check in regularly with new team members to support confidence and retention. Provide timely recognition and specific coaching. Address performance and behavior concerns privately, understand the whole story, agree on actions and follow up. Apply the Team Member Handbook consistently and partner with HR and the Plant Leader on progressive discipline. Conduct monthly 1 with 1 meetings and annual Individual Development Plans for direct reports. Carry out agreed development actions and build team members ability to solve problems and make decisions within their roles. Lead safe and reliable shift execution Lead pre-shift meetings 15 minutes before the shift begins. Communicate priorities, safety and quality concerns, staffing, changes, and open actions. Confirm understanding and provide complete handoffs between shifts. Assign and adjust work based on skills, training, staffing, and the approved production schedule. Coordinate with technical and support resources to remove obstacles and maintain production flow. Use IQMS, RealTime, and production reporting to monitor results, identify gaps early, and take corrective action. Ensure production, inventory, timekeeping, and shift records are accurate and completed on time. Maintain safe work practices, required PPE, housekeeping, and approved quality procedures. Address audit findings and follow applicable safety requirements and ISO 9001 requirements within the shifts scope. Lead root cause analysis and practical improvements with team members and process owners. Assign actions, verify effectiveness, and communicate changes before they affect others. Participate in plant improvement planning and perform other duties as assigned. Decision Making Authority Make timely decisions within approved policies, procedures, training, staffing plans, and limits delegated by the Plant Leader. Consider safety, quality, team member impact, and customer commitments. When an issue exceeds this authority, contain the immediate risk, bring facts and a recommendation to the appropriate owner, and follow through until the outcome is confirmed. Area Team Leader authority Approval or partnership required Shift staffing and work Assign and reassign trained team members; adjust work within the approved schedule and staffing plan. Plant Leader approval for added staffing, changes to production priorities, or changes affecting other shifts or departments. Timekeeping and coverage Review time records; approve time off and overtime within established policy, coverage needs, and delegated limits. Plant Leader approval when requests exceed delegated limits, budget, or required coverage. Safety and quality Stop or pause affected work when safety or product quality is at risk; contain the issue and promptly notify the appropriate owner. Follow approved escalation and restart procedures. Quality disposition and process changes remain with authorized Quality or technical owners. Coaching and employment Set expectations, recognize contributions, coach, document concerns, and follow up on agreed actions. Partner with HR and the Plant Leader on formal discipline and hiring decisions. Obtain authorized approval for termination, pay, or employment status changes. Processes and resources Resolve routine shift issues using approved methods and available resources; recommend improvements. Obtain approval from the responsible owner before changing policies, controlled documents, validated process settings, customer requirements, or spending beyond delegated limits. Communication and Follow Through Inform affected team members, shifts, and process owners before implementing changes whenever possible. Explain what is changing, why, and who owns the next step. Communicate urgent changes as soon as practical. Escalate unresolved safety or quality risks, staffing gaps, equipment problems, and delivery risks promptly. Share the impact, actions already taken, support needed, and recommended next step; do not let an open issue disappear at shift change. Measures of Success Performance is evaluated against agreed goals for safe work, product quality, on‑time delivery, schedule execution, production performance, and accurate records. People First results include effective onboarding and retention, completed coaching and development commitments, consistent expectations, timely communication, and verified closure of improvement actions. Education and Experience Associates degree in Leadership Development, Supervisory Management, or a related field, or an equivalent combination of relevant education and leadership experience. Five to seven years of production experience; at least three years of leadership or supervisory experience; and three to five years of ERP experience. Lean and continuous improvement experience; proficiency with Microsoft Word, Excel, and PowerPoint. Training Within Industry knowledge preferred. Clear oral and written communication; demonstrated ability to coach, build trust, make sound decisions, and lead collaborative problem solving. Physical Demands The role requires extended standing and walking, handling tools or controls, and communicating and listening. Occasional climbing or balancing and lifting or moving items weighing up to 40 pounds are required. Vision requirements include close, distance, color, and peripheral vision, depth perception, and the ability to adjust focus. Activity Frequency Lifting or force Frequency Stand and walk Constantly Lift or carry 10 lb or less Frequently Sit Occasionally Lift or carry 11 to 20 lb Frequently Handle or finger Constantly Lift or carry 21 to 40 lb Occasionally Reach outward Constantly Lift or carry over 40 lb Not applicable Reach above shoulder Occasionally Push or pull 12 lb or less Occasionally Climb and crawl Occasionally Push or pull 13 to 25 lb Occasionally Squat or kneel Occasionally Push or pull 26 to 40 lb Occasionally Bend Frequently Push or pull over 40 lb Not applicable Frequency guide: Occasionally means up to 33% of the workday; Frequently means 33% to 66%; Constantly means more than 66%. Not applicable means the activity is not required. Work Environment Work is performed primarily in a manufacturing environment with moderate to high levels of dirt, noise, vibration, moving equipment hazards, fumes, chemicals or solvents, and electrical hazards. Occasional office work includes computers and standard office equipment. Required PPE, including safety glasses, safety shoes, and hearing protection, must be worn as applicable throughout the shift. Core Competencies People First leadership and trust: listen, coach, recognize contributions
, and address concerns respectfully and consistently. Ownership and accountability: own results, clarify commitments, remove obstacles, and close the loop. Decision making and problem solving: use facts, act within authority, and elevate promptly with a recommendation. Communication and collaboration: provide clear, timely, trustworthy information and consider downstream impacts.