Overview:
•Responsibilities/Essential Functions:
Ensure that all operators are properly trained to operate the equipment in a safe, efficient manner; Control costs of material, direct/indirect labor and equipment in accordance to budget; Direct and supervise the production employees; Coach to improve performance; Recruit, select, train and develop a qualified staff, maintaining a high level of promotable employees; Maintain compliance with all Federal, State and Local laws/regulations that affect Market Center operations and safety, while promoting safety policies and awareness; Maintain effective relationship with all internal and external customers; If in a union facility, develop an effective management/labor relationship; Conduct performance evaluations for employees providing specific and detailed feedback on their management and leadership skills and the attainment oftheir respective goals and objectives; Use strategic and leadership skills to facilitate employee selection, development, retention, motivation, and strong internal and external customer relationships; Provide flawless service and support to other Service General Managers in their efforts to drive profitability and growth; Establish a cohesive team between service and production departments to meet organizational goals; Ensure compliance with all company policies and procedures
•Knowledge/Skills/Abilities:
Demonstrated success in operations management in a production facility or manufacturing environment; Considerable knowledge of financial reporting, including: profit and loss, sales, and capital expenses; Significant customer interface and service responsibilities; Strong analytical and process management skills
•Working Environment/Safety Requirements:
•Experience:
Five to seven years of progressive management responsibility
•Travel Requirements:
Travel within the region is required
•Education:
•License Requirements/ Certifications:
A valid driver's license is required
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)