Title: General Manager Airport (GM)
Reports To: Area Manager (AM), District Manager (DM)
Direct Reports: Asst. GM Operations (AGMO), Asst. GM Sales (AGMS), Senior Assistant Store Managers (SASMs)
The General Manager is required to oversee an assigned store ensuring stores are operating in accordance to company and property standards day to day.
MRG will consider related experience and/or training; or equivalent combination of education and experience.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand; walk; and stoop, kneel, crouch or crawl. The employee is required to sit and climb or balance. The employee must regularly lift and/or move up to twenty five (25) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Bottom of Form
FLSA STATUS: Exempt
Demonstrates consistent logic, rationality, and objectivity in decision-making. Achieves balance between quick decisiveness and slower, more thorough approaches, i.e., is neither indecisive nor a hip-shooter. Shows common sense. Anticipates consequences of decisions.
Communication – Oral
Communicates effectively one to one, in small groups and in public speaking contexts. Demonstrates fluency, “quickness on one’s feet,” clarify organization of thought processes, and command of the language. Easily articulates vision and standards. Keeps people informed.
Plans, organizes, schedules, and budgets in an efficient, productive manner. Focuses on key priorities. Effectively juggles multiple projects. Anticipates reasonable contingencies. Pays appropriate attention to detail. Manages personal time well.
Understands and absorbs new information. Stays current with developments in our field. Expects others to stay current with developments in the field. Frequently shares new knowledge with others. Integrates new information to enhance existing models or create new ones. Helps others translate new information into practical application in our area.
Regularly monitors customer satisfaction. Meets internal and external customer needs in ways that provide satisfaction and excellent results for the customer. Establishes “partner” relationships with customers. Regarded as visible and accessible by customers.
“Ironclad.” Does not cut corners, ethically. Remains consistent in terms of what one says and does and in terms of behavior toward others. Earns trust of coworkers. Maintains confidences. Puts organization’s interests above self. Does what is right, not what is politically expedient. “Fights fair.” Intellectually honest; does not “play games” with facts to win a point.
Seeks out and seizes opportunities, goes beyond the “call of duty,” finds ways to surmount barriers. Resourceful Action-oriented “doer,” achieving results despite lack of resources. Restimulates languishing projects. Shows bias for action (“do it now”).
Cooperates with staff at all levels of the organization. Willingly reaches out to staff, volunteers and customers to proactively share information, knowledge, expertise, and time with others to achieve common goals. Works to overcome geographic, departmental, and/or Affiliate boundaries and establishes cohesive, effective relationships with peers. Enthusiastically supports the common goals and mission of the organization. Shares credit.
Determines opportunities and threats through comprehensive analysis of current and future trends. Accurately assesses own organization’s competitive strengths and vulnerabilities. Make tactical and strategic adjustments, incorporating new data. Comprehends the “big picture.” Reads latest books and articles on strategy. (This competency will be evaluated for selected executive level positions).
Selecting “A” Players
Top-grading through effectively recruiting and selecting not less than 90% “A Players” (not more than 10% mis-hires).
Actively and successfully trains and coaches people for current assignments, and develops them for promotion into positions in which they succeed. Provides challenging assignments. A people builder.
Fosters high levels of accountability through fair, hard-hitting performance management system. Measures performance thoroughly. Reinforces integrity in the system by personally monitoring performance of subordinates (without “over-supervising”), and rating/ranking people honestly (no “gifts,” no taking the easy way out”). Ties in reward systems (*pay, promotion, removal). Free with deserved praise and recognition. Constructive in criticism. Provides frequent feedback.
This job description doesn't constitute a contract of employment as MRG may exercise its employment-at-will rights at any time.