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Company Description

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing. We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences. Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long-term success and legacy of our Company are the foundation on which we build our future.

Our comprehensive benefits package for full-time employees includes medical, dental, and vision coverage, along with health savings and flexible spending accounts, life and disability insurance, generous paid time off and holidays, a 401(k) match, employee discounts, and valuable well-being benefits like free EAP services, financial planning assistance, and well-being coaching all designed to support your health and financial security.

The targeted hiring range for this full-time position is $83,500 - $112,700 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

GENERAL PURPOSE OF JOB:

Responsible for providing strategic and operational leadership for the Quality function to ensure compliance with company quality requirements for footwear, leather, and raw materials while driving continuous improvement in quality performance, manufacturing processes, and team capability. This position develops and leads a high-performing quality organization through effective coaching, performance management, talent development, and succession planning. The Quality Manager drives achievement of business objectives through data-driven decision making, statistical analysis, process validation, risk mitigation, and cross-functional collaboration to deliver world-class performance in safety, quality, delivery, cost, and people development.

ESSENTIAL DUTIES and RESPONSIBILITIES:

Lead, coach, develop, and empower a high-performing quality organization through effective goal setting, performance management, talent development, succession planning, and continuous feedback.

• Build a proactive coaching culture that drives accountability, engagement, technical competency, and continuous improvement throughout the Quality function.
• Provide leadership for ensuring compliance with company quality standards, regulatory requirements, and customer expectations.
• Participate in the development and execution of quality strategies that optimize current capabilities while preparing the organization for future business needs.
• Lead quality improvement projects ensuring disciplined execution, proactive risk identification, effective corrective actions, and measurable business results.
• Provide quality expertise throughout the product lifecycle including product development, validation, commercialization, manufacturing, distribution, and customer support.
• Audit and evaluate suppliers to ensure compliance with quality requirements, process controls, and business expectations.
• Partner with Supply Chain, Product Creation, Manufacturing, Engineering, and Strategic Sourcing teams to improve product quality, process capability, and operational performance.
• Insure effective collaboration within Supply Chain, product creation and all other business partners.
• Analyze quality, manufacturing, supplier, and field performance data to identify emerging trends, drive corrective actions, and improve overall business performance.
• Develop and implement goals and action plans aligned with business objectives related to safety, quality, delivery, cost, and people.
• Serve as a key leader in quality risk assessment, issue escalation, investigation oversight, and mitigation planning.
• Champion the sharing of lessons learned, best practices, and quality knowledge throughout the organization.
• Provide leadership and governance as a CAPA Board member, ensuring quality investigations are thorough, timely, data-driven, and effective.
• Foster strong cross-functional relationships that promote collaboration, alignment, and execution across business functions.

EDUCATION and EXPERIENCE:

• Bachelor of Science degree and 5 - 7 years progressively responsible related experience; or equivalent combination of education and experience.
• Experience in Footwear, Leather, Apparel, Consumer Products, or related manufacturing environments strongly preferred.
• Experience with process validation, process control, risk assessment, and implementation of corrective and preventive action systems.

Additional Information

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Individuals with disabilities needing assistance in completing an application may contact rwsc.recruitment@redwingshoes.com or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

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)