Job Summary

Manages field teams that perform complete modernizations and repairs for hydraulic and traction elevators that include installing microprocessor controllers, door equipment, pumping units, hoist machines, wiring and connections, fixtures, hoist ropes, packings, etc.

Responsibilities and Duties

• Supervises all modernization supervisors and employees by providing direction and training, and communicating company policies, procedures and objectives. Includes hiring, supervising performance management, and administering progressive discipline
• Administers company safety program. Includes performing safety audits when necessary and stressing the importance of safety to all employees
• Plans, directs and prioritizes elevator installations and modernization including manpower needs; utilizes project management software and other scheduling tools
• Uses accounting reports and programs to review job status to identify risk and opportunity. This includes properly reporting fade issues prior to revenue
• Manages job sites from survey through the completion of the modernization process documenting and advising on modernization project progress for work not included. Includes trouble-shooting problems with technicians, performing quality audits and meeting with customers to review progress
• Manages subcontractor schedule and performance on turn-key projects
• Develops and maintains strong working relationships with owner, contractors, elevator consultants, construction firms and architects
• Reviews and signs off on all bids. Includes attending pre-bid meetings with construction and modernization sales representatives and providing technical input to calculate labor and material costs
• Identifies, reviews and signs off on change orders, purchase orders, elevator turnover authorizations, accounts receivable, write-offs, credits and other necessary approvals
• Maintains up-to-date knowledge of all federal, state and local elevator industry code requirements
• Maintains strong familiarity of company Standard Operating Procedures and products by attending company training classes, utilizing the SOP document library, and reviewing factory equipment updates and supplier goods
• Mediates and resolves complaints and problems of external and internal customers.
• Determines what materials need to be ordered for job completion, and coordinates and arranges for sub-contracting portions of installations
• Makes weekly crew visits and day one visits to manage safety, site activities and progress of employees and customer; documenting findings
• Performs other duties as may be assigned

Qualifications and Skills

Education and Knowledge:

• High School Diploma or equivalent
• Certified Elevator Technician degree or Elevator Mechanic License
• Knowledge and skill in the use of hand and electrical tools such as grinders, drill motors and coring machines.
• Knowledge and skill in the use of electrical reading and testing equipment, hoisting and rigging equipment, chain tackles, etc.

Environmental Demands:

• Physical Requirements- must be able to climb, crawl, stoop, climb ladders, and walk beams. Must be able to lift and carry tools and materials weighing in excess of 50 pounds and be able to raise and carry with assistance items weighing 200 pounds. Must be able to work from high ladders and scaffolding. Must be able to work safely in close proximity to moving and working equipment. Must be available to work on an on-call basis in cases of emergency.
• Work Environment- may work in dusty and dirty places such as elevator shafts, and pits or other mechanical spaces where temperatures may exceed 100 and equipment may be oily and greasy.

Skills

• EEO Compliance
• Electrical Reading and Testing Equipment
• Microsoft Excel
• Interpersonal Skills
• Leadership/Management Skills
• Listening
• Managing Multiple Projects
• Time Management
• Microsoft Word

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)