Mgr-Operations

POSITION OVERVIEW:
Responsible for leading employees to ensure customer satisfaction by moving all shipments on time and damage free while observing company and regulatory policies and procedures

ESSENTIAL FUNCTIONS:

Lead, educate and develop company employees

Plan daily manpower needs to ensure customers’ freight is delivered and picked-up timely and damage free

Communicate with dispatch at various terminals and with dock employees to coordinate the movement of trailers and freight

Monitor dock to ensure proper loading techniques

Evaluate and reconfigure route structures and bids based on local tendencies and characteristics

Conduct safety meetings and facilitate quality groups

Monitor and analyze all opportunities to cut costs and improve efficiencies

Assist customers with rate quotes, claim information and setting appointments

Perform administrative functions such as printing delivery receipts, manifest shipments on a trailer, billing freight bills, trace shipments, etc.

Provide clean and safe working condition of the facility and equipment; check security at customer center to ensure everything is secure

Communicate with Account Manager(s) to ensure customers’ and company’s needs are met

Identify freight moving at incorrect weight and classification

Ensure all OS&D is identified and processed properly

Monitor actual performance data and gather information for reporting

Assist Operations Supervisors as needed; conduct pre-shift meetings; implement company policy

Comply with all applicable laws/regulations, as well as company policies/procedures

Perform other duties as required

Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

QUALIFICATIONS

• Must possess high school diploma or equivalent
• Prior management experience preferred
• Strong communication skills (written and verbal)
• Thorough knowledge of LTL Industry, DOT Rules and Regulations, OSHA Laws, Hazardous Materials Regulations, NMFC and Tariff Rules preferred
• Able to work in a remote location, taking self-initiative without requiring immediate local supervision
• Multi-tasked oriented and possess good organizational skills
• Knowledge of Microsoft Office Suite and Internet

WORKING CONDITIONS:

• Dock environment; exposure to varied weather conditions, exhaust, fumes, dust, noise
• Hours may vary due to operational need
• Frequent contact with service center personnel; fast-paced, deadline oriented
Must be able to travel as needed

Preferred Qualifications:

Pay Transparency: Compensation listed reflects the pay range or pay rate reasonably expected for this position. If this opportunity includes multiple job levels, pay information represents the minimum and maximum range for all levels. Actual pay determined by job-related factors permitted by law and relevant to position, such as experience, tenure, market level, pay at the location, performance, schedule, and work assignment. Eligible employees offered health, vision, and dental insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, paid parental leave, paid bereavement, employee discounts, vacation (FT only), paid holidays (FT only).

Pay: Pay Range: $67,434.00 - $106,546.00 per year

Additional Details:

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.