Chicago, IL
Production Supervisor jobs in Chicago, IL
3 open roles from 3 employers. Checked Oct 6, 2026.
What these openings look like
3 employers are hiring here: Zekelman Industries, Synergy Flavors and Mondelez International. Every one publishes a pay range, and they run $71,000 to $119,515 a year. Every posting is full time. The most recent went up on Oct 6, 2026.
Every listing links to the employer's own application. Nothing is posted here on their behalf, and nothing is reposted from anywhere else.
Open roles
What it pays here
Only some employers publish a range. These are the ones that did, as written in their own postings:
- $71,000–$98,000 a year
- $85,000–$115,000 a year
- $86,900–$119,515 a year
What they ask production supervisor candidates here
Drawn from the 3 open postings on this page. The ones that come up across several employers are near the top.
How do you take a set of production work orders and build a labor and equipment schedule for a shift?
What they are checking: Whether they can plan material flow and staffing to meet customer orders.
Tell me about a time you had to coach an employee whose performance was slipping.
What they are checking: Whether they address problems early with clear, fair coaching.
Two operators call off on second shift and you have a priority customer order due. What do you do?
What they are checking: Whether they can re-plan quickly and communicate tradeoffs instead of hoping it works out.
How do you hold your team to food safety and GMP standards when no one is watching?
What they are checking: Whether they build a culture of compliance, not just enforce rules when audited.
An operator tells you a batch looks off but it's late in the shift and the order is due. How do you handle it?
What they are checking: Whether they put quality and safety ahead of schedule pressure.
How do you hand off to the next shift so nothing gets lost?
What they are checking: Whether they communicate status, issues and priorities clearly between shifts.
Tell me about a time you improved efficiency or reduced downtime on a line you supervised.
What they are checking: Whether they think about continuous improvement, not only daily firefighting.
How do you build trust with a team that worked under a different supervisor before you?
What they are checking: Whether they can earn respect and set expectations without alienating people.
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