Offline Supervisor

Join Dura-Line, an Orbia business, in leading the charge for global connectivity! As the premier manufacturer of plastic conduit pipes, we create pathways that connect people and information worldwide in various markets. Every part of the manufacturing process is monitored with environmentally friendly sustainable efforts in mind. Quality, sustainability, and safety are paramount values at Dura-Line. Be part of our mission to Advance Life Around the World.

Job Title: DURA-LINE OFFLINE SUPERVISOR — Salt Lake City, UT

Join Our Team – Where Excellence Thrives!

At Dura-Line, an Orbia Business, our greatest asset is our people. We foster a workplace where employees feel valued, supported, and empowered to grow. If you’re looking to lead with purpose and make a meaningful impact, this may be the next step in your career.

Position Overview

We are seeking a dynamic, hands-on, and strategic Offline Production Supervisor for our growing SLC, UT facility. This role is accountable for all Offline operations and personnel across at least one shift, ensuring production targets are met, downtime is minimized, and continuous improvement is championed.

You will lead critical offline activities that may include grinding/reinsertion, pelletizing, reel building/disassembly, stick pipe, segmented reels, and associated material handling. If you are passionate about developing people, optimizing processes, and driving results, we want to hear from you!

Key Responsibilities

Operational Leadership

Oversee and manage all daily offline operations , including weekend planning as needed.

Direct supervision of staffing, scheduling, and quality control across all assigned shifts.

Manage grinding operations, regrind insertion processes, and reel building inventory to ensure timely and efficient production support.

Coordinate and supervise offline order scheduling priorities and production needs.

Optimize pelletizing processes and machine hours to increase productivity and maximize regrind consumption.

Team Development & Engagement

Lead, coach, mentor, and motivate a high-performing team, including Lead Operators.

Ensure effective employee relations through engagement, open communication, visibility on the floor, and support.

Build a culture of accountability, teamwork, continuous improvement, and operational excellence.

Serve as an ambassador of company programs such as Shared Success, 5S, Skills & Competency Training, and our Employee Value Proposition.

Performance Management & Systems

Conduct all administrative duties such as daily reporting, shift audits, time and attendance, safety documentation, and performance management.

Ensure effective training, qualification, and proficiency of all team members.

Order production materials and ensure optimal use of resources.

Support scrap reduction, materials management, and bagged product shipments to other facilities.

Safety, Quality, & Continuous Improvement

Conduct daily Gemba walks, safety audits, and quality checks.

Promote a strong safety culture with basic OSHA knowledge and compliance.

Identify process improvement opportunities and participate in lean, 5S, and Kaizen events.

Hold teams accountable for following established procedures, performance expectations, and conduct standards.

Key Performance Indicators (KPIs)

Success in this role will be measured through:

Productivity & OEE

Labor Utilization

Scrap Percentage & Scrap Reduction

On-Time Delivery to Production

Customer Complaints

TRIR & OSHA Recordables

Regrind/Pellet Consumption

Stock-Out Prevention

Requirements

Education

High school diploma required; additional technical coursework or certifications preferred.

Experience & Skills

3+ years of hands-on experience in 24/7 process manufacturing environments.

1–3 years of supervisory or lead experience; extrusion background strongly preferred.

Proven ability to lead, motivate, and influence teams.

Experience with lean manufacturing, 5S, Kaizen, continuous improvement, and root-cause problem solving.

Strong multitasking skills with ability to prioritize and adapt in a fast-paced environment.

Strong communication and relationship-building skills.

Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams); ERP/SAP experience a plus.

Understanding of key manufacturing principles: safety, quality, cost, productivity, and delivery.

Why Join Us?

The compensation for this position will typically range from $66,000-107,000/yr. The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, geographical location, and internal equity.

The compensation package may also include short and long-term incentive compensation. We offer a comprehensive benefits package that includes healthcare coverage, a 401(k)-retirement savings plan, paid company holidays, paid vacation time, paid sick time, parental leave, short- and long-term disability leave, and an employee assistance program. At Orbia, we are committed to taking care of our employees and believe in providing comprehensive support so you can thrive at work and home.

At Orbia and Dura-Line, we are committed to supporting our employees both at work and at home. We believe in investing in your growth, your well-being, and your future.

Be Part of Something Bigger

Dura-Line is committed to creating an inclusive, innovative, and dynamic work environment where every team member’s contributions matter. Join us and help shape the future of manufacturing with a global leader.

If you're ready to take the next step in your career and build something meaningful, apply today!

All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.

Dura-Line 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)