Manager Service

Key Responsibilities:

• Supervision and Leadership: Manage, mentor, and develop a team of up to 10 service technicians. Ensure team adherence to company standards and protocols.
• Service Operations: Oversee daily service operations, including scheduling, dispatching, and monitoring service calls. Ensure timely and efficient service delivery to customers.
• Customer Satisfaction: Maintain strong customer relationships by addressing service issues promptly and effectively. Strive to exceed customer expectations through exceptional service quality.
• Quality Control: Implement and maintain quality control procedures to ensure consistent and reliable service. Conduct regular audits and inspections to identify areas for improvement.
• Technical Expertise: Provide technical support and guidance to service technicians. Work on depot CO2 receivers and HP system on Micro-Bulk trucks. Stay current with industry trends, technologies, and best practices.
• Safety and Compliance: Ensure compliance with all safety regulations and company policies. Promote a safe working environment for all team members.
• Inventory Management: Oversee inventory levels and manage equipment and parts procurement. Ensure adequate stock of necessary materials for service operations.
• Reporting and Documentation: Maintain accurate records of service activities, including service reports, technician performance, and customer feedback. Provide regular updates to management.
• Travel: Willingness to travel as needed, up to 30% of the time, to support service operations and customer needs.

Qualifications:

• Education: Associate's degree in a related field or equivalent experience.

Experience: Minimum of 5 years of experience in a service management role, preferably in the beverage or related industry. Proven track record of successful team management and service delivery

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)