Job Description

Position Summary: Control the intake, management, and storage of our company's documents. Perform quality control checks on our company product documentation to ensure all records are traceable to their materials, processes, and products, and promptly resolve any issues or discrepancies that may arise. Maintain the files for the documentation and oversee the preparation of documents. Essential Job Functions: Manage entire Standard Operating Procedures (SOPs) Program to ensure all documentation is current, in compliance with current business practices, and up to date. Create, revise, reformat and/or issue SOPs (Standard Operating Procedures), Work Instructions and Policies according to quality guidelines. Use photographs, drawings, diagrams, animation, and charts to increase the users' understanding of task. Initiate and regulate document revisions in the shared network drive folders (Including maintaining document integrity and archiving older document revisions) and hard copy files as required Coordinate with department management regarding the training materials needed for compliance for new hires and existing employees as SOPs are revised. Manage Employee Training Matrix to ensure all applicable employees are trained accordingly and timely. Position Requirements: Prefer a Bachelor's Degree in the field of -- Business Administration, Accounting, or related field of study Additional Experience Desired: Between 1-3 years of experience in technical writing, with a focus on writing, editing work instructions and procedural documentation Additional Experience Desired: Between 1-3 years of experience in data and document management Computer Skills Desired: Proficiency with MS Office Suite: Excel, Word, Outlook Preferred Certifications: N/A Additional Knowledge or Skills to be Successful in this role: Excellent proofreading and editing skills Base Pay Range: $25.80/hr to $30.30/hr 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) Monster Energy

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