Job Details
The Inventory Control/Verifying Team is responsible for the overall daily flow of products through the Distribution Center (DC). This individual works collaboratively with our customers in Sales, Customer Service, Purchasing, Accounting, and the DC departments. If you love research, problem solving, and numbers, this just may be the job for you. The tasks required are a mix of hands-on product handling, data analysis, planning, and collaboration with other DC departments.IC/Verifying is also a first contact person for any inventory, capacity, and order processing issues.
- Allocate efficient space management for inbound and outbound functions
- Guide sales orders to ensure on time shipping, and curate inventory to ensure its accuracy
- Correct inventory placement issues that prevent order processing
- Be an Integral part of development and maintenance of Quality Control best practices.
- Ensure that daily orders are complete in processing by the promised shipping dates
- Make necessary changes to orders that are being processed
- Resolve F9 log issues involving order processing
- Fix individual items with slotting issues and weights and measure problems
- Seek out opportunities to eliminate chronic problems in outbound order processing
- Troubleshoot hold/release and inventory adjustment problems so SAP and High Jump are in balance
- Track inventory movements to resolve lost and found issues
This is not an exhaustive or comprehensive list of all possible job responsibilities, tasks and duties.Other duties as assigned
What you need to succeed:- Previous distribution center experience helpful
- Proficient time management skills and ability to multitask in a fast-paced environment
- Basic familiarity with SAP or High Jump software helpful
- Basic knowledge of Microsoft applications (Word, Excel, and Outlook)
- Able to quickly learn and use new software programs
- Demonstrates self-directed work skills
- Problem solving and analytical skills required
- Clear and effective verbal and written communication skills required
- Ability to lift 55 lbs. repetitively and team lift to 70 lbs., stand and walk up to 10 hours per shift, and to sit and type at a computer with visual acuity
- This position may occasionally require overtime hours based on business needs
- Ability to wear company-provided cut-resistant gloves for entire shift
Other related criteria:- Growth to ICVC is dependent on proficiency in both verifying and compliance processes.
- Reports to a DC Supervisor or Manager.
- Variable, rotating shifts dependent on Outbound Department needs.
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 3rdparty 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)