- Homepage
- Specialisms
- Operations
Operations.
Operations & Production teams play a pivotal role in food and drink manufacturing by delivering output, efficiency and consistent product quality at scale.
Driving Productivity in Food & Drink Manufacturing
In a market shaped by margin pressure, retailer expectations, labour challenges and increasing compliance demands, strong Operations and Production teams translate strategy into daily performance on the factory floor.
Operations & Production in food manufacturing is a unique discipline.
It requires a balance of:
• People leadership and team development
• Cost control and labour optimisation
• Food safety and compliance awareness
• Process efficiency and OEE focus
• Continuous improvement capability
• Cross-functional collaboration and decision-making
We understand the difference between a hands-on Production Manager driving shift performance and an Operations Director shaping multi-site strategy. We know what it takes to lead teams in chilled versus ambient, high-care versus low-risk environments. And we understand how Operations must work cross-functionally with Technical, Engineering, NPD and Supply Chain to deliver service, safety and profitability simultaneously.
Permanent & Interim Operations Recruitment
We take a consultative approach to permanent Operations and Production hires.
We look beyond the job description to understand:
• Site complexity and SKU mix
• Labour model and shift structure
• Cost and margin pressures
• Retailer service expectations
• Improvement maturity
• Cultural dynamics within the factory
We proactively approach high-performing Operations and Production professionals within food manufacturing - not just active job seekers.
Why Operations & Production Hiring Is So Critical in 2026 and Beyond
Our industry is evolving rapidly:
• Margin pressure and cost inflation
• Labour shortages and retention challenges
• Increased retailer service expectations
• Greater audit and compliance scrutiny
• Automation and process transformation
• Demand volatility and shorter production cycles
Your Operations & Production team sits at the centre of all of it.
The right hire doesn’t just run production shifts, they:
• Improve productivity and labour efficiency
• Strengthen food safety culture
• Reduce waste and downtime
• Improve service levels and OTIF
• Build high-performing factory teams
Hiring incorrectly, however, can lead to disengaged teams, inefficiency and lost margin.
That’s why sector expertise matters.
Operations Roles we Recruit:
We recruit across the full Operations and Production lifecycle, from frontline leadership through to strategic site and group-level roles.
Production Management
• Production Supervisor
• Shift Manager
• Production Manager
• Senior Production Manager
• Factory Manager
• Site Manager/General Manager
Operations Management
• Operations Manager
• Senior Operations Manager
• Operations Director
• Head of Operations
• Multi-Site Operations Manager
Continuous Improvement & Performance
• Continuous Improvement Manager
• Operational Excellence Manager
• Lean Manufacturing Manager
• CI Lead
Interim Operations & Production Professionals
We also supply interim specialists for:
• Site turnaround projects
• Peak season leadership support
• New line or site launches
• Operational restructuring
• Maternity cover
• Performance improvement programmes
Operations Jobs
Search all jobsExplore our latest operations roles
What they say.
We’re proud of the partnerships we build. Here’s what our clients and candidates say about working with us and the results we deliver.
View more testimonialsOperations/Manufacturing Insights.
Read more insightsExplore our latest market insights on all things food and drink manufacturing.
Creating a Positive Workplace Culture in Food & Drink Manufacturing
How Food Manufacturing Will Shape Up in 2026 The UK food and drink manufacturing industry shows no signs of slowing down in 2026. Last year, we saw numerous leadership changes, industry consolidation and some great investments and innovation. And this year, we suspect the pace of change will be accelerating. With rapid advances in technology, evolving consumer expectations, ongoing supply chain pressures and tighter margins, manufacturers are being challenged to do far more than simply stand still. Success now depends on being agile, forward-thinking and ready to adapt quickly. At True North Talent, we’re in constant conversation with industry leaders, hiring managers and professionals across the sector. That gives us a real, on-the-ground view of how the landscape is shifting - and what businesses need to stay competitive in the years ahead. Creating a Positive Workplace Culture in Food & Drink Manufacturing When we talk to food and drink manufacturers about their biggest challenges, one topic comes up time and time again: people. Recruiting skilled employees is tough, but creating a workplace where people genuinely want to stay is where the real work begins. Workplace culture plays a huge role in this — and in manufacturing, it’s often the difference between a stable, engaged workforce and constant churn. Culture is what happens on the factory floor In food and drink manufacturing, culture isn’t defined by mission statements or values printed on the wall. It’s shaped by everyday behaviours — how managers speak to teams, how issues are handled, and how people are treated when things go wrong. A positive culture is one where employees feel safe, respected and supported to do their job well. That starts with leaders being visible, approachable and consistent, especially during busy or high-pressure periods. Strong leadership sets the tone Good culture always comes back to leadership. Leaders who communicate clearly, listen to feedback and lead by example help build trust across the site. When teams understand expectations and feel supported rather than blamed, engagement naturally improves. In contrast, unclear direction or inconsistent decision-making can quickly damage morale, no matter how strong the processes are. Feeling valued makes a real difference Recognition doesn’t have to be complicated or expensive. Taking the time to acknowledge good performance, celebrate team wins and thank people for their effort goes a long way in a manufacturing environment. When employees feel valued for what they contribute — not just measured by output — they’re far more likely to stay committed and motivated. Development and progression matter A positive culture also means investing in people’s future. Clear development pathways, access to training and the opportunity to progress internally all signal that the business is serious about its people. For many employees, knowing there’s room to grow is just as important as pay or benefits. Wellbeing and balance can’t be ignored Food manufacturing can be demanding, especially during peak periods. Businesses that prioritise wellbeing, manage workloads fairly and communicate openly during busy times create a more resilient workforce. Even small improvements in flexibility, shift planning or support can have a big impact on how people feel about coming to work. How True North Talent can help At True North Talent, we work with food and drink manufacturers who understand that culture and retention go hand in hand. We help businesses attract leaders and specialists who align with their values and know how to build positive, high-performing teams on site. 👉 Because a strong workplace culture isn’t just good for people — it’s good for productivity, quality and long-term success.
Hiring Interim Professionals in the Food Manufacturing Sector
In the fast paced and highly regulated world of food manufacturing, companies often face challenges that require swift intervention. Whether it's navigating a crisis, executing critical projects, or driving operational improvements, an interim professional can be a game changer. Here's why… Expertise and Experience Interim professionals bring extensive industry knowledge and experience. They have a proven track record of managing complex operations and leading teams in challenging environments. This expertise is crucial for navigating the peaks and troughs. Strategic Leadership Interims help set the direction for the company, define goals, and develop plans to achieve them. Their strategic vision helps align operations with long-term business objectives, ensuring sustainable growth and competitiveness. Crisis Management and Problem Solving Interims are often brought in during times of transition or crisis. Their ability to quickly assess situations, identify problems, and implement effective solutions is invaluable. Whether it's streamlining processes, addressing compliance issues, or managing a product recall, their skills in crisis management are essential. Project Execution Interim professionals are focused on delivering tangible results within a defined timeframe. Whether it’s launching a new product, expanding a facility, or optimising supply chain operations, their goal-oriented approach ensures that critical projects are completed efficiently and successfully. Change Management Interim managers excel at leading change initiatives. They can introduce and manage new processes, technologies, and practices, ensuring smooth transitions with minimal disruption. Their experience with change management helps in gaining buy-in from employees and stakeholders, facilitating a more cohesive and effective implementation. Fresh Perspectives As external professionals, interims bring an unbiased perspective to the organisation. They can identify issues and opportunities that may be overlooked by internal staff. Their fresh viewpoints can lead to innovative solutions and improvements that drive the company forward. Regulatory Compliance and Risk Management Given the stringent regulations in the food manufacturing industry, interims’ expertise in regulatory compliance and risk management is critical. They ensure that all operations adhere to industry standards and government regulations, mitigating risks and protecting the company’s reputation. Mentorship and Team Development Interims play a vital role in mentoring and developing existing teams. By sharing their knowledge and expertise, they help build internal capabilities, ensuring that the organisation can continue to thrive after their departure. Their ability to inspire and motivate teams contributes to a more skilled and engaged workforce. Tangible Results While hiring an interim might seem costly, their impact often leads to significant long-term savings. By addressing inefficiencies, improving processes, and avoiding potential pitfalls, interims can deliver substantial financial benefits that outweigh their fees. Focused and Agile Interim professionals are typically focused on delivering results within a short period. Their ability to adapt quickly to the company’s culture and operational environment allows them to hit the ground running, providing immediate value and achieving swift results. We only work with the very best interims If you’re looking for support during a transition or crisis, or need help with a critical project contact us today to discuss how we can help and assist in hiring the right interim for your needs. amy@truenorthtalent.co.uk 07564 576300
How to Engage and Retain Your Best Manufacturing Talent
How Food Manufacturing Will Shape Up in 2026 The UK food and drink manufacturing industry shows no signs of slowing down in 2026. Last year, we saw numerous leadership changes, industry consolidation and some great investments and innovation. And this year, we suspect the pace of change will be accelerating. With rapid advances in technology, evolving consumer expectations, ongoing supply chain pressures and tighter margins, manufacturers are being challenged to do far more than simply stand still. Success now depends on being agile, forward-thinking and ready to adapt quickly. At True North Talent, we’re in constant conversation with industry leaders, hiring managers and professionals across the sector. That gives us a real, on-the-ground view of how the landscape is shifting - and what businesses need to stay competitive in the years ahead. How to Engage and Retain Your Best Manufacturing Talent Finding good people in food and drink manufacturing is tough. Keeping them? That’s often the real challenge. With niche skills shortages, increased competition for talent and rising expectations from employees, retention has become just as important as recruitment. The businesses that get this right are the ones that invest in their people and create a culture where employees want to stay. So what makes the difference? Leadership matters more than ever People don’t leave companies, they inevitably leave managers. In manufacturing environments, strong leadership is critical. Employees want clear direction, consistency and leaders who are visible on the factory floor, not hidden behind office doors. Good leaders listen, communicate clearly and involve teams in decisions that affect their day-to-day work. That sense of being heard goes a long way when it comes to engagement and loyalty. Clear progression and development One of the biggest reasons we see people move on is a lack of career progression. In food manufacturing, there’s huge opportunity to develop talent internally, but it needs to be visible. Clear pathways, ongoing training and support to develop new skills all help employees see a future with the business. When people feel they’re learning and progressing, they’re far more likely to stay put. Creating the right culture on site Culture isn’t about posters on the wall or buzzwords in presentations, it’s about how people feel when they turn up to work. A positive, inclusive culture where safety, respect and teamwork are genuinely valued makes a real difference. Recognising good performance, encouraging collaboration between departments and maintaining high standards without blame, all help create an environment people want to be part of. Flexibility and wellbeing Manufacturing has traditionally been rigid, but expectations are changing. Where possible, flexibility around shifts, better rota planning and genuine support for wellbeing can significantly improve retention. Even small changes, like fair scheduling, open conversations about workload, or better support during busy periods can have a big impact on morale. Paying attention to the basics Competitive pay matters, but it’s not everything and is not the key factor when people are seeking a new job. Employees also care about consistency, fairness and feeling valued. Clear communication around expectations, regular feedback and doing what you say you’ll do as an employer builds trust and trust underpins retention. How True North Talent can help At True North Talent, we work closely with food and drink manufacturers to help them attract and retain the right people. From sourcing leaders who can build strong site cultures, to supporting businesses with interim and permanent hiring during periods of change, we understand what it takes to keep great talent engaged. 👉 Because retaining your best people isn’t about one initiative - it’s about creating the right environment for them to thrive, now and in the long term.
Creating a Positive Workplace Culture in Food & Drink Manufacturing
How Food Manufacturing Will Shape Up in 2026 The UK food and drink manufacturing industry shows no signs of slowing down in 2026. Last year, we saw numerous leadership changes, industry consolidation and some great investments and innovation. And this year, we suspect the pace of change will be accelerating. With rapid advances in technology, evolving consumer expectations, ongoing supply chain pressures and tighter margins, manufacturers are being challenged to do far more than simply stand still. Success now depends on being agile, forward-thinking and ready to adapt quickly. At True North Talent, we’re in constant conversation with industry leaders, hiring managers and professionals across the sector. That gives us a real, on-the-ground view of how the landscape is shifting - and what businesses need to stay competitive in the years ahead. Creating a Positive Workplace Culture in Food & Drink Manufacturing When we talk to food and drink manufacturers about their biggest challenges, one topic comes up time and time again: people. Recruiting skilled employees is tough, but creating a workplace where people genuinely want to stay is where the real work begins. Workplace culture plays a huge role in this — and in manufacturing, it’s often the difference between a stable, engaged workforce and constant churn. Culture is what happens on the factory floor In food and drink manufacturing, culture isn’t defined by mission statements or values printed on the wall. It’s shaped by everyday behaviours — how managers speak to teams, how issues are handled, and how people are treated when things go wrong. A positive culture is one where employees feel safe, respected and supported to do their job well. That starts with leaders being visible, approachable and consistent, especially during busy or high-pressure periods. Strong leadership sets the tone Good culture always comes back to leadership. Leaders who communicate clearly, listen to feedback and lead by example help build trust across the site. When teams understand expectations and feel supported rather than blamed, engagement naturally improves. In contrast, unclear direction or inconsistent decision-making can quickly damage morale, no matter how strong the processes are. Feeling valued makes a real difference Recognition doesn’t have to be complicated or expensive. Taking the time to acknowledge good performance, celebrate team wins and thank people for their effort goes a long way in a manufacturing environment. When employees feel valued for what they contribute — not just measured by output — they’re far more likely to stay committed and motivated. Development and progression matter A positive culture also means investing in people’s future. Clear development pathways, access to training and the opportunity to progress internally all signal that the business is serious about its people. For many employees, knowing there’s room to grow is just as important as pay or benefits. Wellbeing and balance can’t be ignored Food manufacturing can be demanding, especially during peak periods. Businesses that prioritise wellbeing, manage workloads fairly and communicate openly during busy times create a more resilient workforce. Even small improvements in flexibility, shift planning or support can have a big impact on how people feel about coming to work. How True North Talent can help At True North Talent, we work with food and drink manufacturers who understand that culture and retention go hand in hand. We help businesses attract leaders and specialists who align with their values and know how to build positive, high-performing teams on site. 👉 Because a strong workplace culture isn’t just good for people — it’s good for productivity, quality and long-term success.
Hiring Interim Professionals in the Food Manufacturing Sector
In the fast paced and highly regulated world of food manufacturing, companies often face challenges that require swift intervention. Whether it's navigating a crisis, executing critical projects, or driving operational improvements, an interim professional can be a game changer. Here's why… Expertise and Experience Interim professionals bring extensive industry knowledge and experience. They have a proven track record of managing complex operations and leading teams in challenging environments. This expertise is crucial for navigating the peaks and troughs. Strategic Leadership Interims help set the direction for the company, define goals, and develop plans to achieve them. Their strategic vision helps align operations with long-term business objectives, ensuring sustainable growth and competitiveness. Crisis Management and Problem Solving Interims are often brought in during times of transition or crisis. Their ability to quickly assess situations, identify problems, and implement effective solutions is invaluable. Whether it's streamlining processes, addressing compliance issues, or managing a product recall, their skills in crisis management are essential. Project Execution Interim professionals are focused on delivering tangible results within a defined timeframe. Whether it’s launching a new product, expanding a facility, or optimising supply chain operations, their goal-oriented approach ensures that critical projects are completed efficiently and successfully. Change Management Interim managers excel at leading change initiatives. They can introduce and manage new processes, technologies, and practices, ensuring smooth transitions with minimal disruption. Their experience with change management helps in gaining buy-in from employees and stakeholders, facilitating a more cohesive and effective implementation. Fresh Perspectives As external professionals, interims bring an unbiased perspective to the organisation. They can identify issues and opportunities that may be overlooked by internal staff. Their fresh viewpoints can lead to innovative solutions and improvements that drive the company forward. Regulatory Compliance and Risk Management Given the stringent regulations in the food manufacturing industry, interims’ expertise in regulatory compliance and risk management is critical. They ensure that all operations adhere to industry standards and government regulations, mitigating risks and protecting the company’s reputation. Mentorship and Team Development Interims play a vital role in mentoring and developing existing teams. By sharing their knowledge and expertise, they help build internal capabilities, ensuring that the organisation can continue to thrive after their departure. Their ability to inspire and motivate teams contributes to a more skilled and engaged workforce. Tangible Results While hiring an interim might seem costly, their impact often leads to significant long-term savings. By addressing inefficiencies, improving processes, and avoiding potential pitfalls, interims can deliver substantial financial benefits that outweigh their fees. Focused and Agile Interim professionals are typically focused on delivering results within a short period. Their ability to adapt quickly to the company’s culture and operational environment allows them to hit the ground running, providing immediate value and achieving swift results. We only work with the very best interims If you’re looking for support during a transition or crisis, or need help with a critical project contact us today to discuss how we can help and assist in hiring the right interim for your needs. amy@truenorthtalent.co.uk 07564 576300
How to Engage and Retain Your Best Manufacturing Talent
How Food Manufacturing Will Shape Up in 2026 The UK food and drink manufacturing industry shows no signs of slowing down in 2026. Last year, we saw numerous leadership changes, industry consolidation and some great investments and innovation. And this year, we suspect the pace of change will be accelerating. With rapid advances in technology, evolving consumer expectations, ongoing supply chain pressures and tighter margins, manufacturers are being challenged to do far more than simply stand still. Success now depends on being agile, forward-thinking and ready to adapt quickly. At True North Talent, we’re in constant conversation with industry leaders, hiring managers and professionals across the sector. That gives us a real, on-the-ground view of how the landscape is shifting - and what businesses need to stay competitive in the years ahead. How to Engage and Retain Your Best Manufacturing Talent Finding good people in food and drink manufacturing is tough. Keeping them? That’s often the real challenge. With niche skills shortages, increased competition for talent and rising expectations from employees, retention has become just as important as recruitment. The businesses that get this right are the ones that invest in their people and create a culture where employees want to stay. So what makes the difference? Leadership matters more than ever People don’t leave companies, they inevitably leave managers. In manufacturing environments, strong leadership is critical. Employees want clear direction, consistency and leaders who are visible on the factory floor, not hidden behind office doors. Good leaders listen, communicate clearly and involve teams in decisions that affect their day-to-day work. That sense of being heard goes a long way when it comes to engagement and loyalty. Clear progression and development One of the biggest reasons we see people move on is a lack of career progression. In food manufacturing, there’s huge opportunity to develop talent internally, but it needs to be visible. Clear pathways, ongoing training and support to develop new skills all help employees see a future with the business. When people feel they’re learning and progressing, they’re far more likely to stay put. Creating the right culture on site Culture isn’t about posters on the wall or buzzwords in presentations, it’s about how people feel when they turn up to work. A positive, inclusive culture where safety, respect and teamwork are genuinely valued makes a real difference. Recognising good performance, encouraging collaboration between departments and maintaining high standards without blame, all help create an environment people want to be part of. Flexibility and wellbeing Manufacturing has traditionally been rigid, but expectations are changing. Where possible, flexibility around shifts, better rota planning and genuine support for wellbeing can significantly improve retention. Even small changes, like fair scheduling, open conversations about workload, or better support during busy periods can have a big impact on morale. Paying attention to the basics Competitive pay matters, but it’s not everything and is not the key factor when people are seeking a new job. Employees also care about consistency, fairness and feeling valued. Clear communication around expectations, regular feedback and doing what you say you’ll do as an employer builds trust and trust underpins retention. How True North Talent can help At True North Talent, we work closely with food and drink manufacturers to help them attract and retain the right people. From sourcing leaders who can build strong site cultures, to supporting businesses with interim and permanent hiring during periods of change, we understand what it takes to keep great talent engaged. 👉 Because retaining your best people isn’t about one initiative - it’s about creating the right environment for them to thrive, now and in the long term.
Want to know more?
If you are an Operations or Manufacturing professional looking for a new role, or you are looking to strengthen your Operations team, please get in touch with us to find out how we can best support you.
Get in touch with us..
Use this form to send us a message, and we’ll get back to you shortly.
