What are the responsibilities and job description for the Manager Partner Support position at Yaskawa America Inc.?
SUMMARY
Lead and manage the operation of the Partner Support Team to achieve growth of our Distribution and Integrator channels, development and leadership of the team, development of efficiency tools & technology, support revenue opportunities, simulation support, proof of concepts, and increased customer satisfaction. The Partner Support Manager will manage the Technical team supporting Distributors, Integrators, Key Customers that Self Integrate and potential OEMs (Original Equipment Manufacturers).
ESSENTIAL DUTIES AND RESPONSBILITIES include the following. Other duties may be assigned.
Responsible for supporting channel and direct customer business growth by supporting integrators, distributors, OEMs, and key customers.
Manage and direct team to exceed the customers' expectations.
Drive high level of employee and customer satisfaction.
Streamline partner support operations through development of departmental tools and technology to ensure all calls are handled in a timely manner with resulting positive business and customer satisfaction.
Develop/implement/maintain technical support policies and procedures.
Direct the development and implementation of new support strategies and solutions to expand Yaskawa Motoman’s revenue opportunities and increase customer satisfaction.
Manage budget and manpower requirements.
Ensure high levels of utilization in areas of responsibility.
Monitor call center to observe employees' demeanor, technical accuracy and conformity to company policies/technical support procedures.
Support international teams and partners as needed.
Coordinate resolution of interdepartmental customer satisfaction issues.
Promote teamwork and foster exemplary work environment. Interface with co-workers in a manner that enhances employee satisfaction.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE
5 years of related experience; or equivalent combination of education and experience.
SUPERVISORY RESPONSIBILITIES
Carry out manager responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
PHYSICAL DEMANDS
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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee may occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, and peripheral vision.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet.
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)
