What are the responsibilities and job description for the Location Manager position at Factory Motor Parts?
At Factory Motor Parts Company limitless possibilities await you.
Our continuous growth is fueled by solid relationships with customers, colleagues and suppliers. Each of us delivers extraordinary customer care that is simple, proactive and personal. We take pride in knowing we are part of an extraordinary company of talented, high-performing professionals who are leading change and growth.
We are currently seeking driven dynamic business leader to act as a Location Manager .
This position is responsible for strategically leading and managing the distribution operation through successful on-going achievements in the following areas :
- Inventory management
- Staff supervision and development
- Cash management
- Delivery and warehouse logistics
- Proactive support and service to FMP customers.
This is a working manager role including dispatching, customer service, pulling / checking in parts, and warehouse work whenever necessary.
The Location Manager position requires a proven team player with a passion for customer service, the initiative and drive to successfully lead an operation and its human capital, and the ability to effectively manage multiple tasks in a fast paced environment will thrive in this opportunity.
Minimum Requirements Include :
Drug screen and background check administered as a condition of employment.
We are an EEOC / AA Employer.
An industry leader, FMP offers well-balanced compensation and benefits programs, which may include medical, dental, vision, life, 401K, profit sharing, paid holidays / vacation / sick time, STD / LTD, much more. Salary is based on experience and job performance.
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)
