What are the responsibilities and job description for the Move Coordinator (Commercial) position at Armstrong?
The Armstrong Company, a nationally recognized leader in corporate household / commercial goods relocation has an immediate opening for a hybrid, full-time Commercial Move Coordinator. We are seeking an energetic, self-starter with excellent customer service skills and the ability to meet deadlines and prioritize multiple tasks in a fast-paced environment. The successful candidate will also have excellent verbal and written communication skills in addition to proficiency in Microsoft Office, as this position requires extensive communication with customers, account contacts, corporate and fleet personnel, and a nationwide network of agents.
This is a hybrid position that allows for 1 to 2 days a week to work from home.
KEY RESPONSIBILITIES :
- Accept and process move initiations from clients.
- Source appropriate partner van line agencies to support our customers' move.
- Update computer tracking systems with notes regarding changes and communications.
- Complete all administrative procedures related to client moves.
- Constant communication with the warehouse on in & out activity.
- Constant communication with drivers for ETA's and questions.
- Schedule third party services, such as transportation, rigging or electrical.
- Create files.
- Prepare quotes and cost recaps.
- Prepares invoices for customer.
- Ensures billings and receivables are correctly processed in a timely manner.
- Addresses and corrects any discrepancies in accounts or billings.
- Tracks aging reports and follows up with customers regarding payments.
- Any other duties as assigned by Manager.
MINIMUM QUALIFICATIONS :
PHYSICAL REQUIREMENTS :
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.
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)
