Location: Buford,GA, USA
The General Manager leads the day-to-day operations of the operating unit to generate sales and profitable execution through new and established customers, provides great customer service, and strong financial performance. Duties and responsibilities include managing all daily operations to drive the engagement of the team, achieve customer satisfaction and desired business results. The General Manager will have a team that includes project management & execution, service, sales, and other support functions required to manage the business. Essential Job Duties and Responsibilities: •Overall, the single point of accountability for the performance of the operating unit, including culture, vision, and strategy for growth and financial results. •Responsible for financial performance of the operating unit including sales, revenue, operating income and cash flow. Review financial statements, sales and activity reports, and other data to measure service/sales levels and goal achievement and share with team for alignment. •Provide leadership to team for all operating departments including HVAC Service, projects, and Controls. •Manage all sales for the company and support Sales Manager in setting and achieving not only their personal sales goals but the other sales team members as well. •Assist with the recruiting and onboarding of new team members. •Provide opportunities for all team members to develop skills and knowledge for future career growth. •Partner with leaders to recruit, hire, and retain the top technicians in your market. •Partner with Safety Manager to coordinate and conduct required safety requirements and ways to improve company best practices to ensure compliance and meet company safety goals. Assist local safety champion to lead and facilitate monthly safety meetings. •Collaborate with department managers on developing and delivering key metrics. Coordinate the activities between Operations and Sales to ensure maximum client satisfaction. •Assist in the development of annual operating budget and manage performance to budget. •Perform all necessary supervisory functions to effectively and efficiently manage all personnel assigned. •Provide daily leadership to your team. Ensure that goal setting, performance management, development and team development are accomplished. •Other tasks and duties as assigned. Education/Experience: •Bachelor's degree in engineering, business or related field, or Post-Secondary Certificate awarded for training completed after high school (for example, Trades, Engineering, Pipefitting, etc.) or equivalent. •10+ years of progressive P/L management experience in the HVAC/Mechanical service industry with revenue in excess of $30M •Outstanding problem-solving skills - ability to define and structure problems, collect and analyze data, understand financial impact, and turn recommendations into execution. •Ability to understand financial statements and reporting including P&L, POC, and key metrics. •Experience in creating Power Point presentations, and proficient in Excel. •Comprehensive understanding of how an HVAC service department functions along with complete understanding of all roles and responsibilities. •Strong leadership skills to support a collaborative, team-based environment. •Ability to work independently with little to no supervision. •Ability to travel to locations within regional operations and to enterprise meetings on a periodic basis. Competencies: •Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, and coordination of people and resources. •Strong technical know-how and capacity. •Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. •Knowledge of principles and processes for providing customer service. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. •Ability to analyze information and evaluate results to make decisions. •Project management skills, including ability to develop, organize, and accomplish specific goals and plans. •Ability to proficiently communicate information and ideas so others will understand. •Teamwork orientation and ability to guide, direct, and motivate subordinates. Supervisory Responsibility This position manages the field and office staff and is responsible for leadership, performance management and hiring of the employees within its departments. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. This position is a largely sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand, as necessary. Work Environment This job operates in both an office and a field environment. Must be able to sit and/or stand for extended periods of time. Reasonable Accommodation Reasonable accommodation will be made to enable individuals with disabilities to perform the essential job functions unless doing so presents an undue hardship on the Company's business operations. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Employee understands the above job description and agrees to comply with and be subject to its conditions. Employee further agrees this job description does not alter his/her at-will employment status. Employee understands that the Company reserves the right to delegate, remove, expand or change any and all responsibilities. Employee acknowledges that he/she can fulfill the above duties with or without reasonable accommodation. 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)