Mgr - Load Planning

About the Position

The Load Planning Manager is responsible for overseeing the planning, scheduling, and coordination of transportation activities to ensure that goods are efficiently loaded and transported. This role involves managing a team of load planners, customer service team members, liaising with warehouse staff, and customers to optimize load efficiency, reduce costs, and ensure on-time deliveries. The Load Planning Manager ensures that all transportation plans align with company goals and comply with industry regulations.

Functions

• Lead and manage the load planning and customer service team, providing direction, coaching, and performance evaluations.

• Develop and implement strategies to optimize load planning, reduce transportation costs, and improve operational efficiency.

• Collaborate with the logistics, transportation, and warehouse teams to ensure timely and accurate deliveries.

• Oversee the planning and scheduling of transportation resources to ensure efficient use of equipment and personnel.

• Analyze and monitor transportation performance, including load planning efficiency, delivery times, and cost savings.

• Ensure that all shipments comply with safety regulations and transportation laws.

• Work with warehouse teams to ensure correct documentation, accurate shipment loads, and proper packaging.

• Identify areas for improvement in load planning processes and implement continuous improvement initiatives.

• Report to senior management on key performance metrics, issues, and progress toward goals.

• Other duties as assigned by management.

Qualifications

• Bachelor’s degree or four years of relevant experience preferred or equivalent experience in transportation execution management.

• 4-6 years of experience in transportation execution with 2 years of customer service experience or equivalent experience required.

• Transportation Management Systems (TMS) experience required.

• Experience with shipment tracking software a plus.

• Knowledge of transportation rating process.

• Working knowledge of transportation modes: Truckload, Intermodal, Less than Truckload, Parcel, hot shot, air freight.

• Must maintain professional relationship with co-workers, clients and customers always.

• Ability to work flexible schedule nights/weekends as needed.

• Ability to coordinate and prioritize multiple tasks while showing resilience.

• Be organized and detail oriented.

• Ability to foster a teamwork environment.

• Proficient in Microsoft Office to include Word, Excel, PowerPoint and Outlook.

• Ability to work with and maintain effective working relationships with other department managers.

• Must be able to pass a background check and drug screening.

Competencies

• Business Acumen - Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization.

• Communicate for Impact - Devoting the time and resources necessary to communicate the strategic vision, direction, priorities, and progress of the team for which you are responsible.

• Leading People - Ability to develop and implement strategies to maximize employee performance and foster employee engagement in meeting the organization's strategy.

• Managing Transitions / Change Management - Effectively plans, manages and communicates changes in processes with appropriate stakeholders.

• Relationship Management - Building and maintaining relationships with internal partners to successfully complete projects and organizational objectives.

• Strategic Agility - Gains perspective and balances the pressure between daily tasks and strategic actions that impact the long-term viability of the organization.

Travel Requirements

• This position is expected to travel approximately 25% or less.

• A passport is not required, but recommended.

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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)