General Manager; Norfolk

What We Expect

The first three letters in workplace safety are Y-O-U! Norfolk, VA. Responsible for driving revenue growth and managing the branch’s P&L by successfully managing all departments and lines of business to exceed business goals. Drives the culture and sets expectations for safety, work ethic, professionalism, ownership of the business and shows pride in the branch and its successes.

• Supervises department managers and superintendents 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.
• Ensures the branch's daily operations run efficiently and cost effectively and meet 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.
• Oversees retention of service contracts including direct involvement in all “at risk” customer accounts; plays a leadership role in customer retention programs using NPS scores, processes, tools and technology.
• 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.
• Maintains up-to-date knowledge of all federal, state and local elevator industry code requirements and a good understanding of employment and labor laws.
• Maintains strong familiarity with company products by attending company training classes and reviewing factory equipment updates and supplier goods.
• Maintains a strong working knowledge of the contract with the International Union of Elevator Constructors, including meeting with local business agents to resolve issues involving contract work, grievances and union employee issues.
• Reviews and approves invoices, accounts receivables, write-offs and credits.
• Consults with regional and district teams in areas of operations, sales, accounting, safety and human resources; ensures that all HR matters are coordinated with the regional HR team. Responsible for multiple levels of approvals including purchasing, contract execution, contract modifications, and price adjustments.

• Thorough knowledge of the elevator industry and general management methods within the elevator industry.
• Bachelor's degree (which can be substituted with extensive industry and management experience) or two years’ experience managing at a branch departmental level, or an equivalent combination of education and experience.
• 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.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

• 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).

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