At all levels, working at National Seating & Mobility provides the opportunity to directly impact our client's lives by giving them self-reliance and independence. Our teams are comprised of passionate individuals, dedicated to providing the best care to each client. We focus on abilities by leveraging technology and creating mobility solutions that are as unique as our client's needs.
Working at National Seating & Mobility is an opportunity to build a meaningful career, while leaving a lasting impact on the lives of those we serve. Located in more than 40 states, we strive for diversity and offer an array of benefits including 401k, company paid Long Term Disability, and tuition reimbursement.
We are looking to grow our enthusiastic and engaged team at NSM. Submit your resume and join a group of enthusiastic professionals dedicated to changing lives.
Statement of the Position:
The Access Operations Director will be responsible for to lead the day-to-day operations of these branches, supporting hiring, training, and performance management of staff. Ensuring we are tracking sales, orders and deliveries and ensuring we meet our budget commitments.
Duties and Responsibilities / Essential Functions:

1. Lead hiring, performance management of Home Access employees partnering with location branch leadership
2. Monitors orders in the system, ensuring timing delivery and follow-up
3. Manages P&L and reviews with Branch leadership
4. Leads and mentors Access Consultants and Techs in training
5. Ensures positive and trust building experience for all stakeholders (ex. ATP follow-up, client engagement, work order engagement, and Tech/CSS engagement)
6. Responsible for executing customer service and service programs compliant with all company standards.
7. Reports appropriate metrics to Access Leadership and branch personnel. Includes measuring and reporting on KPI's for each location.
8. Ensures that the branch is properly staffed. Leads with interviewing final candidates, training, and motivating staff to achieve the objectives of the organization.
9. Collaborates with Access Leadership & Human Resources to resolve employee concerns and issues.
10. Addresses and resolves client concerns at the branch level.
11. Responsible for core access product training and familiarity

Work Environment:
This job operates in a professional branch environment and requires ~50% of the travel to all managed branches throughout the U.S.
Physical Demands:
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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is regularly required to sit; use hands repetitively to operate standard office equipment. The employee is frequently required to reach with hands and arms.
Required Education, Experience, & Competencies:

• Bachelor's degree
• Experience in CRT/Access clients, stakeholders, products & services
• Ability to or willing to learn how to install and service and train on core access products (VPLs, Stairlifts, Vehicle lifts, Ceiling lifts, Ramps)
• Ability to influence Branch Managers, ATP's, technicians and other senior leaders
• Ability to travel multiple times per month and be onsite at all pilot locations over a period of time
• Experience in leading meetings and in-services within a branch or with referral partners
• Understand order processing and individually support LMN creation and order movement

This job description in no way states or implies that these are the only duties to be performed by this employee. He/She will be required to follow any other instructions and to perform any other duties requested by his/her supervisor.
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)