Service Supervisor

Dhpace; Milwaukee (WI); On-site; USD 50,000 - 70,000; Full time

Benefits offered by this job

Comprehensive medical, dental, and vision coverage

Generous paid time off

401(k) with employer match

Job summary

DH Pace in Milwaukee, WI, is seeking a Service Supervisor to lead and inspire technicians. This role involves workforce management, ensuring compliance with hiring practices, and contributing to team success.

The ideal candidate will have 1-3 years of management experience, exceptional communication skills, and a valid driver’s license. Comprehensive medical benefits and a 401(k) with employer match are included.

Qualifications

• Demonstrated ability to drive process improvements and enhance operational efficiency.
• Exceptional communication and organizational skills.
• Proven ability to effectively communicate with customers.

Responsibilities

• Lead and inspire technicians with outstanding customer service standards.
• Provide leadership development opportunities for staff.
• Optimize workforce management for better productivity.

Skills

Leadership

Communication

Organizational skills

Mechanical aptitude

Mathematical aptitude

Job description

Why DH Pace?

The DH Pace Company is a family-owned and privately held business with annual sales over $1 billion through 60+ offices located across the continental United States. The Company is an industry leader in the distribution, installation, maintenance, and repair of a complete range of commercial, industrial, and residential door, docking and security products. In 2026, DH Pace is celebrating its 100th anniversary in business.

Service Supervisor (Milwaukee, WI)

Job responsibilities include leading and inspiring technicians, managing workforce, ensuring accurate work orders, developing staff, optimizing productivity, and ensuring compliance with hiring practices. Contribute to overall team success.

Job Responsibilities

• Lead and inspire technicians by establishing and enforcing outstanding customer service standards and expectations.
• Provide effective leadership and development opportunities for staff, ensuring they are equipped for future advancement through clear communication, coaching, training, and development.
• Optimize workforce management to minimize negative labor variances and enhance productivity.
• Determine staffing needs while ensuring compliance with company hiring practices, counseling/discipline, and termination policies.
• Guarantee accurate work orders and picking lists for the warehouse, managing WIP inventory and returns from job sites to minimize inventory investment.
• Embrace other responsibilities as assigned, contributing to the overall success of the team!

Job Qualifications

• Demonstrated ability to drive process improvements and enhance operational efficiency.
• Exceptional communication and organizational skills, along with a solid mechanical and mathematical aptitude.
• Proven ability to effectively communicate with customers and represent the company with professionalism and integrity.
• A minimum of 1-3 years of management or leadership experience is preferred.
• A valid driver’s license is a must.

Benefits

• Comprehensive medical, dental, and vision coverage — available your first full month.
• Generous paid time off plus paid holidays and floating holidays.
• Company‑paid life insurance, short‑term disability, and long‑term disability.
• 401(k) with employer match.
• Health Savings Account (HSA) and Flexible Spending Account (FSA) options.
• Voluntary benefits including supplemental life and critical illness coverage.
• Employee discounts for you and your immediate family.
• Competitive compensation with annual performance reviews.

Successful completion of references, employment verifications, background check, drug screen, and driving record (if applicable) required in advance of hire.

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)