Landscape Operations Manager

Great landscape work does not happen by accident.

It happens because someone turns customer commitments into a clear plan, equips people to succeed, and stays close enough to the work to keep safety, quality, timing, and cost moving together.

This career is not for everyone.

The Operations Manager is the field leader responsible for turning Sullivan's maintenance contracts and branch priorities into safe, profitable, high-quality execution. You will directly lead Crew Leaders, crew members, and Field Trainers while owning the schedules, labor decisions, equipment, operating controls, and day-to-day accountability that keep work moving.

This is not an office-centered coordination role. You will lead where the work happens: visiting jobsites, observing crews, removing barriers, reinforcing standards, and adjusting when weather, staffing, equipment, or customer needs change the plan.

We are looking for someone who moves with urgency without becoming careless, holds people accountable without losing their trust, and treats missed outcomes as a signal to inspect and improve the inputs.

Rooted in the community, built on partnerships, and united by purpose. Sullivan's Landscaping is a family-owned and operated company, more than 35 years strong. We are committed to improving the lives of our team members and delivering uncompromising quality to the customers who trust us.

Our values are visible in how we work:
Appreciate Humility Over Ego. Move with a Sense of Urgency. Embrace Challenges. Find Solutions. Go the Extra Mile. Deliver on Your Promise.

• Safe, dependable field execution. Turn contracts into daily and seasonal production plans, then ensure crews have the direction, labor, equipment, and materials needed to complete the work safely, on schedule, within budget, and to standard.
• Crew leadership and capability. Set expectations, coach performance, recognize wins, address misses, and use Field Trainers intentionally for onboarding, technical development, skill validation, and retraining.
• Profitable production. Manage the controllable inputs behind labor efficiency and gross margin, including scheduling, overtime, indirect time, routing, materials, equipment use, damage, and rework.
• Quality and customer trust. Inspect work, correct deficiencies before they become patterns, and give Account Managers reliable field information so they can communicate confidently and protect the customer relationship.
• Disciplined operating controls. Keep schedules, quality reviews, safety activity, equipment information, and production records current, and ensure all earned wages are entered accurately into BOSS by the payroll deadline.

The scorecard is clear. Strong performance means the work is dependable, the numbers are understood, and the team learns fast enough to prevent the same problem from becoming a pattern.

• Labor Efficiency –100% or greater:
  Estimated/Budgeted Hours divided by Actual Hours Used
• Customer Retention – 98% or greater through reliable fulfillment and partnership with Account Management
• Contract Execution – 100% of contracted services completed within the required schedule
• Property Damage – Fewer than 30 incidents annually, with every incident treated as preventable and requiring corrective learning
• Gross Profit Margin – 52.5% through disciplined control of the production inputs within the role's authority

Every property-damage incident is examined to identify what must change, whether that means redesigning the work, improving the plan, adjusting equipment, coaching, or providing training or retraining. The threshold is a performance measure, not an allowance for preventable loss.

• Maintain daily visibility across crews and jobsites so you can recognize strong execution, identify gaps early, and give useful direction in the moment.
• Build Crew Leaders who can communicate the plan, uphold standards, care for people and equipment, and take ownership of their crew's results.
• Address performance concerns promptly and partner with the Branch Manager and People & Culture on formal discipline, termination decisions, and other…