WHO WE ARE
Bruckner Truck & Equipment is one of the largest family-owned semi truck dealerships in the United States. We currently operate in 40 locations across 11 states, and we have over 1,500 team members.

• Bruckner's is more than just a place selling parts and working on trucks
• We are an essential business delivering solutions to transportation providers - the backbone of everyday life as we know it
• We contribute to our local communities
• We care about our people

OUR CORE VALUES

1. We act with Honesty and Integrity.
2. We value our people and communities.
3. We are customer focused.
4. We do what it takes.

WHAT WE OFFER

• Competitive Compensation Plans
• Paid Time Off and Holidays
• Excellent health, dental and vision plans
• Investments in Training & Development
• Generous 401(k) and Profit-Sharing Plan
• Tuition Assistance Program
• Employee Stock Ownership (every employee earns shares and has ownership interest in the Bruckner's organization)
• Technician Student Loan Reimbursement Program
• Disability and Life Insurance
• Internal Promotion Opportunities
• Flexible Spending Account
• Health Club Reimbursement
• Family and Team Oriented Environment
• Employee Referral Bonus
• Engaging and Challenging Assignments
• Drug free workplace

JOB SUMMARY
General Manager is completely responsible for and will be held accountable for the successful operation of the entire dealership. He/she will develop and execute plans to ensure the dealership of a reasonable profit and the stockholders of a fair return on their investment. General Manager will accomplish all objectives through planning, motivating, and coordinating the activities of all departments.
ESSENTIAL POSITION FUNCTIONS AND PRINCIPAL ACCOUNTABILITIES
1. Management-Related

• Plan the dealership's operations for the coming year and report the plan to the dealer for approval.
• Obtain, review, and recommend improvements for each department manager's monthly forecasts and plans.
• Ensure that every department operates harmoniously and profitably.
• Develop and maintain a good working relationship with the factory and lending institutions.

2. Personnel-Related

• Formulate policies and establish procedures for all training programs and monitor their effectiveness.
• Handle all dealership personnel functions, to include: interviewing, hiring, measuring and evaluating performance, recognizing accomplishments, and termination with corporate approval.
• Review and approve the compensation plans for all employees with corporate approval.
• Ensure that department managers are training and supervising employees for optimum effectiveness.
• Communicate management's policies and procedures to all employees and ensure that they are understood and followed.
• Complete a formal performance evaluation of each department manager once a year.
• Provide enthusiastic leadership to shape employees' attitudes and build morale.
• Establish harmony and teamwork among departments.
• Conduct managers' meetings at scheduled intervals.
• Coordinate the department's ability to sell Mack trucks and related components.
• Directs the department's implementation and execution of sales policies and practices.
• Recommends sales strategies to corporate management for improvement based on market research and competitor analyses.
• Builds, develops and manages sales team capable of carrying out needed sales and service initiatives.
• Maintains open communication with sales team in regards to customers' requirements; keep current on market and customer trends and document all activity in the companies CRM system.
• Utilizes corporate employees, partner dealers, and their key staff to appropriately identify and negotiate needed inventory needs.
• Studies pertinent information on competitive activity.
• Keeps informed on new products and other general information of interest to sales team that will assist in sales efforts.

3. Asset Management

• Maintain cleanliness and functionality of all physical assets
• Enforce proper security, including alarm systems and fire extinguishers.
• Purchase needed equipment with company approval.
• Continually review safety aspects of all physical assets. (Buildings, Equipment, Vehicles, etc.)
• Coordinate with the business office to ensure that records and analyses are maintained accurately.
• Develop merchandising strategies and assist in creating an effective cost-efficient advertising.
• Resolve any customer complaints that line management has not been able to resolve.

4. Community/ Industry Relations

• Support good relations with the community at large, as well as industry activities. IE: United Way, Chamber of Commerce, State Trucking Organizations, civic clubs, etc.

5. Customer Relations

• Make continuous, all-out effort assure ourselves that our customers are treated with maximum respect and receive maximum value for their money.

6. Profitability

• Maintain net profit percentage to at least 110% of the A.T.D. Profile Dealer.
• Maintain certain key financial ratios: Parts inventory turns at least five (5) times per year; accounts receivable at least 85% current.

POSITION REQUIREMENTS
Education & Experience

• High school diploma or the equivalent, college degree preferred
• Must have the ability to read and comprehend instructions and information
• At least, ten years in dealership sales, service, or parts capacity
• At least five years in a supervisor position
• Must have a professional personal appearance
• Excellent communication skills in person, on the phone, and in writing
• Will be trained in all dealership computer systems

MEASURES
A. Meeting Core Values.
B. Performance Reviews.
C. Meeting your specific department/individual goals.
D. Deliver all goals as identified by the Department Manager.
E. Complete all tasks assigned by the Shift Supervisor.
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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)