Service Supervisor

Dhpace; Tulsa (OK); On-site; USD 50,000 - 65,000; Full time

Benefits offered by this job

Comprehensive medical, dental, and vision coverage

Paid time off and holidays

401(k) with employer match

Employee discounts

Job summary

DH Pace in Tulsa, OK, is seeking a Service Supervisor to coordinate field employees and ensure customer satisfaction. As a key player in a fast-paced environment, you will manage technician performance, enforce service standards, and lead staff development through communication and training.

Qualified candidates should have management experience, excellent communication skills, and a valid driver's license. DH Pace offers comprehensive benefits including medical, dental, and 401(k) plans with employer match.

Qualifications

• Proven ability to implement process improvements.
• Minimum of 1-3 years of management or leadership experience.
• Must possess a valid driver’s license.

Responsibilities

• Manage technicians' performance and customer service standards.
• Develop staff through communication, coaching, and training.
• Ensure compliance with hiring and disciplinary policies.
• Manage work orders and WIP inventory.

Skills

Excellent communication skills

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.

DH Pace Company, Inc is seeking to hire a Service Supervisor in our Tulsa, OK office! This individual will effectively coordinate field employees to provide service to the customer’s satisfaction. If you enjoy working in a fast-paced environment, can work well with external and internal customers, and be a forward thinker, apply now!

Job Responsibilities

• Effectively manage the performance of technicians by establishing and enforcing customer service standards and expectations
• Efficiently manage, provide leadership for, and develop staff for future advancement through effective communication, coaching, training and development
• Ensure workforce is efficiently managed to minimize negative labor variants
• Determine staffing levels and ensure compliance with company hiring, counseling/discipline, and termination policies
• Ensure accurate work orders and picking lists to the warehouse for inventory pulling and manage WIP inventory and returns from job site to minimize inventory investment
• Other responsibilities as assigned

Job Qualifications

• Proven ability to implement process improvements
• Must have excellent communication and organizational skills and a good mechanical and mathematical aptitude
• Ability to effectively communicate with the customer and represent the company in a professional manner
• Minimum of 1-3 years of management or leadership experience
• Must possess valid driver’s license

What We Offer

• 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)