District Manager

Job Details

Descripition

Duties and Responsibilities:

• Manage a team responsible for overall safety, work processes, and daily execution of these depots.  
• Ensure the Area Managers, Depot Managers and Supervisors are aware of future business vision and direction and set expectations to meet Key Performance Indicators for the various goals of each depot to achieve financial growth.
• Strong focus is placed on the ongoing development of the Area Managers, Depot Managers and Supervisors. 
• Enforces compliance with administrative policies, procedures, OSHA safety rules, and DOT governmental regulations.
• Performs or provides guidance to subordinates on interviewing, hiring, training, rewarding performance, and counseling of employees.  
• Confers and communicates on a regular basis with Vice President of Field Operations, Engineering & Production, Delivery Service Supervisors, Scheduling Manager, Safety Director, Regional Sales Manager, Human Resources, Operations Managers and Depot Supervisors/Managers to ensure company policies are disseminated and adhered to.
• Reviews and analyzes expenditure, financial, and operations reports to determine need for expansion of existing schedules, resource allocation and expansion/consolidation of routes to improve operational efficiency.
• Visits each facility within the District as needed (minimum of once a year to each depot) and evaluates in the areas of uniformity, safety compliance, condition and cleanliness of facility, operational condition of equipment and inventory levels. Identifies potential productivity projects to enhance efficiency or reduce expense.
• Develops short range operation plans based on company goals and objectives which include resource requirements, process improvements, safety compliance, efficiency, customer service, and process control.
• Develops short range staffing plans to meet company objectives which includes recruitment, training, and performance reviews.
• Directs investigations into causes of customer or employee complaints, accident/incident reports, and responds accordingly as required.
• Reviews and signs off direct report’s payroll, vacation, and sick/personal time. 
• Interviews, hires, and trains employees for departments.
• Conducts performance reviews on a consistent basis.

QUALIFICATIONS:

• A minimum of five years of experience as a supervisor of a remote field-based team of employees preferred.
• Experience in facilitating and managing operations while improving productivity and quality throughout organization.
• Strong management attributes and successful experience in both leadership of people and the ability to define future business vision and direction.
• Extensive operations leadership and management experience including multiple years’ experience in distribution environment.
• Possesses extensive knowledge of financial metrics and operations-specific budget requirements.
• Very strong problem solving and analytical skills and should be a systematic thinker.
• Proven ability to work with management and staff to execute operation plans within cost, quality, and time requirements.
• Ability to read, analyze and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
• Effectively write reports, business correspondence, and procedure manuals.
• Effectively present information and respond to questions from groups of managers, customers, and the public. 

Qualifications

Education

• High School

Experience

• 5 year: Experience as a supervisor of a remote field-based team of employees preferred.

Licenses & Certifications

• Tanker
• CDL
• Medical Card
• Hazmat

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)