Description

DC Lead

As a DC Lead at QBP, you are a key contributor to the overall success of the DC.  You will be a frontline contact for DC employees and a key member of the DC leadership team.  This position also provides a good foundation for other leadership roles in the DC. 

What you will do:

• Help QBP meet or exceed operational goals, such as same day shipping and 48 hour receiving turn times 

• Direct consistent workflow throughout the DC 

• Determine work area needs, set work direction and delegate assignments for DC team members

• Provide clear and actionable feedback to DC team members

• Role model and coach team members through difficult situations with the support of leadership.

• Identify opportunities to deliver effective training to team members on DC procedures and best practices for DC processes

• Identify opportunities for process improvements. Develop, advocate and communicate logical solutions.

• Safely operate a variety of machines, including forklifts and walkie riders 

• Promote and model best practices and safety as a way of being 

• Build orders for pickers 

• Be a technical expert and solve problems in the following areas: 

• Receiving 

• Outbound order processing, including picking and packing 

• Non-conveyable picking 

• Restocking

• Machine putaways and letdowns of overstock in the high bay 

• other duties as assigned

What you need to succeed: 

Qualifications 

• One (1) year of Distribution Center experience highly preferred 

• Possess a passion and ability to lead people  

• Experience providing reasonable solutions to complex problems

• Ability to prioritize and manage time effectively

• Able to effectively communicate both verbally and in writing 

• Able to give and receive timely feedback with good results 

• Able to collaborate and work as a team  

• Basic Excel Skills preferred

• Understanding of HighJump WMS preferred 

• Able to be actively present and reliable.

• This position is vital to our success in the DC and requires a strong commitment. As such we ask that you spend a minimum of one year in the role. This provides the needed development time and continuity for the team.

• Ability to wear company-provided cut-resistant gloves for entire shift

• Physical requirements

• Ability to lift 55 lbs. repetitively and team lift up to 115 lbs., stand and walk up to 10 hours per shift

• Schedule

• Able to work a flexible schedule based on business need. May be required to work overtime and on weekends given business needs. Shifts may be day or evening (rotation) 

• Modeling QBP Core Values: 

• Act with integrity 

• Be a true partner 

• Create something special 

• Deliver greatness 

• Keep the customer first 

Quality Bicycle Products is proud to be a certified B-Corp, and an Equal Employment Opportunity and Affirmative Action employer, committed to inclusion and diversity. We seek talent from all backgrounds to join our teams, and we encourage our employees to bring their authentic and best selves to work. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.

Quality Bicycle Products approaches pay in an ethical and transparent way. Pay ranges are assigned to a job based on market data from 3 rd party salary benchmark data as well as balancing internal equity of other roles with similar levels of responsibility. Individual pay within the range can vary for several reasons including, but not limited to, skills, abilities, experience, tenure, performance, and available budget.

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)