Job Summary:

The Assistant Residual Manager reports directly to the Residual Fiber Manager and is primarily responsible for bark sales out of the Chilco operation and will need to have the skillset to professionally connect with business owners, administrators, local trucking companies as well as key decision-makers inside of our company. Other job duties include managing and maintaining the various bark programs and relationships we hold with customers at each specific mill, administering the log yard cleanup and ash programs for each of our mills, and working with mill members ensuring that residuals are maintained efficiently.

Essential Job Functions:

• Assists the Residual Manager in supporting the daily operations of residual flow which includes meeting with trucking contractors, sawdust, chip, shaving, and bark customers as well as IFG sawmill members, to ensure all residual streams are properly maintained
• Competency around the Chilco bark program operating process and various product types and customer markets in our working region
• Keeps and tracks Chilco bark sales daily and shares this workbook with the residual accountant twice a month at each billing cycle
• Responsible for receiving, scheduling, and organizing bark orders out of Chilco which requires daily contact with customers, mill members, and trucking contractors
• Responsible for collecting payments from bark vendors within our terms
• Works closely with the Chilco bark operations lead and forecasts volumes of bark to sell; also manages bark inventory
• Responsible for “one off” community and residential programs; donation loads, shaving loads, and chip loads to local fairgrounds, stables, dairy farms, and cities/sewage plants
• Ensures that log yard programs and ash programs are in place at each of our mills minimizing the risk of hazardous liabilities building up at each of our sites
• Responsible for transferring loads of hog fuel mill to mill as needed
• Responsible for setting prices to each of our bark customers, spot market deals, and donation loads which includes the price of material and negotiating a fair freight rate with local trucking companies
• The listed items may not be the only duties performed in this position – other duties may be assigned

Qualifications:

• Bachelor’s Degree in a business-related field
• 3+ years of business management / sales experience
• Ability to represent Idaho Forest Group with integrity, and act professionally, courteously, skillfully while communicating with coworkers, contractors, the public, and customers
• Valid Driver’s License for business travel

As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

Physical Requirements:
Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations and airborne particles (sawdust).

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.

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)