General Manager Service (Miami)

TK Elevator; Miami (FL); On-site; USD 100,000 - 130,000; Full time

Benefits offered by this job

Medical, dental, and vision coverage

401(k) Retirement Savings Plan with company match

15 days of vacation per year

Tuition reimbursement

Job summary

TK Elevator is seeking a General Manager for its Miami, FL branch to drive revenue growth while managing the P&L. The role includes supervising service and repair operations, ensuring safety compliance, and enhancing customer relationships.

Successful candidates will possess a Bachelor's degree and experience in general management within the elevator industry. Benefits include comprehensive medical coverage, retirement plans, and 15 vacation days.

Qualifications

• Thorough knowledge of management methods in the elevator or related industries.
• Proven success in managing and developing talent.
• Ability to interpret technical instructions in various forms.

Responsibilities

• Drive revenue growth and manage P&L within the branch.
• Supervise department managers and ensure safety adherence.
• Develop relationships with clients and oversee retention of service contracts.

Skills

Management skills

Customer service orientation

Safety management

Financial acumen

Education

Bachelor's degree

General management methods in the elevator industry

Job description

General Manager – Miami, FL

Responsible for driving revenue growth and managing the P&L within the Branch by successfully managing Service and Repair lines of business to meet and exceed business goals.

ESSENTIAL JOB FUNCTIONS

• Drives culture – Sets the expectation for Safety, work ethic, professionalism, ownership of the business and shares pride in the Branch and the Branch’s successes.
• Direct supervision of department managers and supervisors by providing direction and training, and communicating company policies, procedures and objectives.
• Leads by example the company’s commitment to safety and administers the company safety program. Includes performing safety audits when necessary and stressing the importance of safety to all employees.
• Leads by example the company’s commitment to customer service. Understands the importance and need to follow through on NPS scores and customer care.
• Ensures the branch's daily operations run efficiently and cost effectively and meets financial commitments including target EBIT dollars and gross margin percent goals across all lines of business.
• Manages profit and loss (P&L) and uses accounting reports to measure each department's performance to ensure monthly budgetary goals are met.
• Works with sales managers to increase customer base or depending on the branch size, directly handles sales management responsibilities.
• Reviews and approves revenue and margins prior to submission of sales proposals. Oversees and approves sales incentives and use of CRM program.
• Oversees retention of service contracts including direct involvement in all “at risk” customer accounts.
• Develops and maintains strong working relationships with clients, elevator consultants, building owners, managers and prospects.
• Oversees and ensures that the employee performance process for both union and non-union employees is performed timely and consistently.
• Recommends employee merit increases as part of the performance management process for non-union employees, and meets with employees to review their compensation and bonus structure.
• Maintains a strong working knowledge of the overall market area, including sales backlog, service and repair volume, market penetration, volume of outstanding bids, available new business, special projects, and staffing requirements and availability.
• Maintains up-to-date knowledge of all federal, state and local elevator industry code requirements; and a good understanding standing of employment and labor laws.
• Maintains strong familiarity of company products by attending company training classes, and reviewing factory equipment updates and supplier goods.
• Maintains a maintaining a strong working knowledge of the contract with the International Union of Elevator Constructor.
• Responsible for Reviews and approves invoices, accounts receivables, write-offs and credits. Includes assisting in the collection of problem accounts.
• Interfaces with corporate and US field departments including the factory, elevate, coordination, leasing, legal, and labor relations.
• Consults with regional and district teams in areas of operations, sales, accounting, safety and human resources.
• Performs other duties as may be assigned.

EDUCATION & EXPERIENCE

• Bachelor's degree is required.
• Thorough knowledge and general management methods in the elevator or related industries are required.
• Proven success managing and developing talent within the workforce.
• Ability to define problems collect data, establish facts and draw valid conclusions.
• Ability to interpret an extensive variety of technical instructions in mathematical or diagram form, and deal with several abstract and concrete variables.

Benefits

• Medical, dental, and vision coverage
• Flexible spending accounts (FSA)
• Health savings account (HSA)
• Supplemental medical plans
• Company-paid short- and long-term disability insurance
• Company-paid basic life insurance and AD&D
• Optional life and AD&D coverage
• Optional spouse and dependent life insurance
• Identity theft monitoring
• Pet insurance
• Company-paid Employee Assistance Program (EAP)
• Tuition reimbursement
• 401(k) Retirement Savings Plan with company match: Employees can contribute a portion of their pay on a pre-tax or Roth basis. The company provides a dollar-for-dollar match on the first 5% contributed.
• 15 days of vacation per year
• 11 paid holidays each calendar year (10 fixed, 1 floating)
• Paid sick leave, per company policy
• Up to six weeks of paid parental leave (available after successful completion of 90 days of full-time employment)

Eligibility requirements for these benefits will be controlled by applicable plan documents. This is intended to provide a general description of benefits and other compensation and is not a substitute for applicable plan documents or company policies.