At L.L.Bean, we believe the outdoors brings out the best in all of us. We are committed to fostering a culture of belonging and creating safe, inclusive spaces where everyone feels welcome—both here and Outside. We value individual differences and are dedicated to maintaining an inclusive work environment where everyone can bring the best of their experience and talents and truly thrive.
L.L.Bean’s Brunswick Manufacturing Facility is looking for a 2nd Shift Frontline Supervisor to provide day‑to‑day leadership to our frontline manufacturing teams.
Position Purpose: Provides leadership to frontline employees in the following key areas of responsibility: staffing; motivation and communication; training and development; performance; health and safety; workflow and external relations. Implements actions required to meet business goals. This position is located on site in L.L. Bean's manufacturing locations located in Brunswick, ME or Lewiston, ME.
Shift Structure & Coverage Requirements
Leaders typically arrive early or stay up to 30 minutes beyond standard shift times to support daily crossover meetings. The shift schedules listed below already include this additional time and represent leader hours, not the hourly employee schedule.
Leaders rotate weekend and holiday coverage as needed. This role supports both the Maine Hunting Shoe and Boat & Tote operations and may oversee employees in both areas.
Second Shift Leadership Schedule: 2:15 PM – 11:15 PM, Monday–Friday
Responsibilities:
People Leadership
Staffing:
Use independent judgement to recommend action to hire, transfer, layoff or recall employees
Independent authority and discretion and expectation to: assign employees to tasks/job functions, direct employee activities, manage time & attendance
Motivation and Communication
Develop a motivating environment in which people exchange ideas and support each other
Be readily available and approachable to frontline employees
Surface issues of importance to frontline employees
Address and resolve employee issues/conflicts within defined parameters and raise others to the next level of supervision for resolution
Provide guidance to frontline employees regarding available company resources
Communicate to direct reports regarding company, department, division initiatives, business updates, policies and procedures, etc.
Represent management's position on policies, procedures, and practices
Communicate between peers, shifts, facilities and other areas of the company, fostering positive business partnerships with other organizational areas
Training and Development:
Oversee the development of frontline employees relative to current job placement and future career opportunities
Provide input to the next level of management regarding training needs/objectives
Performance Management
Communicate business goals and performance expectations
Supervise and monitor employee performance and productivity for continuous improvement
Provide performance feedback and coaching
Prepare and conduct performance reviews
Use independent judgement to recommend action to promote employees and/or adjust compensation
Process pay and status changes with the approval of the next level of supervision and maintain accurate and compliant personnel records
Reward employees through recognition programs
Administer the first two levels of a four tier disciplinary system1 (includes disciplinary action based on such factors as attendance, tardies, conduct, productivity, accuracy, etc.)
Independent authority to place employees on paid administrative leave in cases involving clear policy violations and pending investigations
Use independent judgement to recommend issuance of 2nd written warning, suspension without pay, placement of employees on paid administrative leave in cases beyond defined frontline supervisor authority, or discharge of employees
Health & Safety
Know and follow all safety rules and procedures
Identify safety hazards, abate those within defined parameters and raise those beyond the frontline supervisor's control to the next level of supervision for resolution
Promote workplace safety initiatives
Administer routine injury management
Operations Leadership
Manage workflow or support the management of workflow i.e. collaborate with other frontline supervisors to initiate and execute the movement of frontline employees to other areas/functions to achieve work balancing, calling employees in or sending them home
Manage processes and people based on information provided
Monitor performance of area of responsibility relative to business goals and make adjustments/improvements as necessary
Communicate process and/or procedural changes and coach frontline employees in their application
Provide input to the budget and divisional/departmental performance objectives
Make purchases within budgetary authority
Secure resources to address and resolve technical or equipment problems as required to support smooth day to day operations
Protect company assets
External Relations
Span of Control
Typical range of 20-40 frontline employees, with the lower end of the range applicable in cases involving mixed functions and/or cross shift responsibilities and the higher end of the range applicable in situations characterized by homogeneous functions and single shift responsibilities
This job description anticipates substantially greater clarity and consistency of human resource policies, procedures and practices throughout the company. The description of the frontline leader's role is also predicated on a four tier disciplinary system as follows: (1) oral coaching and counseling regarding a performance deficiency; (2) initial written warning, including an action plan; (3) final written warning; and (4) termination.
Manufacturing Responsibilities
Staffing:
Participates in hiring & termination of front line employees
Selects employees for special assignments
Motivation and Communication:
Readily accessible and surfaces & addresses issues of importance to employees
Guide to available company resources
Communicates plans, instructions, and updates verbally and in writing
Working knowledge and ability to represent company policies & procedures
Training/Development:
Identifies talent & develops plans to support employee growth
Makes assignment, promotion, & compensation recommendations
Performance Management/Safety:
Ensures safe work practices and addresses issues
Provides daily feedback (+/-) regarding quality and quantity of work
Writes and delivers appraisals
Manages all aspects of employee performance up to recommending termination in cases
of poor performance
Workflow/External Relations:
Understand area workflow and action needed to meet production goals
Manages area in keeping with financial targets
Understand upstream & downstream impacts & works with other areas as needed to
meet business objectives
Health and Safety Requirement: Every employee is responsible for contributing to a safe and healthy workplace. Employees are expected to be active participants in health and safety by following all safety policies and procedures, reporting unsafe conditions or at-risk behaviors to leadership, and conducting work in a safe manner. Those in a leadership role are also expected to model safe behaviors, evaluate risk, and ensure that risks are reduced to acceptable levels.
Education Level: Vocational/Technical Degree
Years of Experience: 2+
Skills and Qualifications:
Bachelor’s degree preferred
Proven/demonstrated aptitude to lead
Effective verbal & written communicator
Proficiency in computer applications including Microsoft Office products
If you care about the outdoors, joining L.L.Bean is a great way to feel good about what you do. Our benefits package makes a good thing even better, with programs and perks designed to support your health and financial goals. Plus, maintaining a healthy work-life balance and re-charging outside are all part of the plan.
If your experience looks a little different from what we've identified and you think you'd be great at this role, we'd love to learn more about you! At L.L.Bean, we believe the outdoors brings out the best in all of us. We strive to reflect this every day in our commitments to employees and partners and in our efforts to promote belonging.
