Inventory Transition Analyst

Nice-Pak Products, Inc. (NP) is the global developer, manufacturer and marketer of pre-moistened wipes for the consumer market, specializing in personal care, hygiene, household cleaning and disinfection products.
We have several locations across the US and are looking for new Associates to join our team!
In an environment that is primarily driven by Private Label, and therefore unique, products for all customers, the need for a team that does nothing but generate inventory reports showing how much we have left in FG and components for all product transitions,
is paramount. This position is not directly responsible for the inventory levels but is responsible for calculating the potential exposure based on transition timing and ensuring that the organization is addressing this exposure.
1. Develop detailed runout analyses for all product transitions.
2. Review of standard costs as well as bills of material to ensure all relevant components are captured.
3. Review of information from various suppliers to confirm on hand and on order inventories.
4. Facilitate meetings with a cross-functional team to review each runout after it is updated.
5. Update these runout analyses on a regular basis.
6. Position is based in the Orangeburg, NY office.
? Associates degree or equivalent experience.
? Strong working knowledge of Microsoft Excel required.
? BPCS or other ERP experience preferred
? 2+ years in similar role or environment
? Planning, purchasing, and operations experience a plus
? Strong analytical and interpersonal skills with ability to effectively work in a team environment
? Excellent project management skills with multi-tasking, follow-up and execution of assignments
? Excellent communication skills
? Possesses good time management and prioritization skills
? Demonstrates a strong drive for results and high quality standards
? Ability to work collaboratively with suppliers and internal stakeholders.
NONE:No hazardous or significantly unpleasant conditions.
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions.
Well-constructed job descriptions are an integral part of any effective compensation system.
All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined
to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by
supervisors as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or
others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.
Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional
and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world.

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

  • Please view Equal Employment Opportunity Posters provided by OFCCP

  • 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)

  • Please refer to the Company?s Substance Abuse Policy which protects the safety and well-being of all associates and potential associates.


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