General Manager (Madison)

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1. 01

   Supervises department managers and superintendents (# of office and field employees will vary by branch size) by providing direction and training, and communicating company policies, procedures and objectives. Includes supervising performance management and progressive discipline; and ensuring compliance by all branch personnel of all company directives and initiatives. Includes leading local branch efforts associated with the global employee survey

2. 02

   Leads by example the company’s commitment to safety, and administers the company safety program. Includes performing safety audits when necessary and stressing the importance of safety to all employees. Chairs branch safety committee.

3. 03

   Leads by example the company’s commitment to customer service. Understands the importance and need to follow through on NPS scores and customer care.

4. 04

   Ensures the branch's daily operations run efficiently and cost effectively and meets financial commitments including target EBIT dollars and gross margin percent goals across all lines of business except New Installation.

5. 05

   Manages profit and loss (P&L) and uses accounting reports to measure each department's performance to ensure monthly budgetary goals are met. Prepares yearly budget for district management to be presented to regional management. Leads quarterly annual unprofitable account reviews and follow-ups.

6. 06

   Works with sales managers to increase customer base or depending on the branch size, directly handles sales management responsibilities. Includes meeting with and making presentations to current and potential customers; resolving customer problems; and participating in the bidding of large and/or complex jobs to ensure profitability. Reviews and approves revenue and margins prior to submission of sales proposals. Oversees and approves sales incentives and use of CRM program.

7. 07

   Oversees retention of service contracts including direct involvement in all “at risk” customer accounts. Plays leadership role in customer retention programs using NPS scores, processes, tools and technology.

8. 08

   Develops and maintains strong working relationships with clients, elevator consultants, building owners, managers and prospects.

9. 09

   Oversees and ensures that the employee performance process for both union and non-union employees is performed timely and consistently.

10. 10

    Recommends employee merit increases as part of the performance management process for non-union employees and meets with employees to review their compensation and bonus structure.

11. 11

    Maintains a strong working knowledge of the overall market area, including sales backlog, service and repair volume, market penetration, volume of outstanding bids, available new business, special projects, and staffing

and availability. Maintains market knowledge of the geographic submarkets, customer segments, strengths and weaknesses of the competition and positions the branch accordingly for sustained success.

12. 12

    Maintains up-to-date knowledge of all federal, state and local elevator industry code requirements; and a good understanding standing of employment and labor laws.

13. 13

    Maintains strong familiarity of company products by attending company training classes, and reviewing factory equipment updates and supplier goods.

14. 14

    Maintains a maintaining a strong working knowledge of the contract with the International Union of Elevator Constructor. Includes meeting with local business agents to resolve issues involving contract work, grievances and union employee issues.

15. 15

    Responsible for Reviews and approves invoices, accounts receivables, write-offs and credits. Includes assisting in the collection of problem accounts. Leads meetings to review all over 90 receivables (AR) and assigns action plans.

16. 16

    Interfaces with corporate and US field departments including the factory, elevate, coordination, leasing, legal, and labor relations. When requested, represents the company in legal proceedings.

17. 17

    Consults with regional and district teams in areas of operations, sales, accounting, safety and human resources. Ensures that all HR matters are coordinated with the regional HR team. Responsible for multiple levels of approvals including but not limited to purchasing, contract execution, contract modifications, and price adjustments

18. 18

    Performs other duties as may be assigned. Preferred Education and Experience

19. 01

    Thorough knowledge of the elevator industry and general management methods within the elevator industry

20. 02

    Bachelor's degree

21. 03

    Proven success managing and developing talent within the workforce

22. 04

    Ability to define problems collect data, establish facts and draw valid conclusions

23. 05

    Ability to interpret an extensive variety of technical instructions in mathematical or diagram form, and deal with several abstract and concrete variables. General understanding of the basics of engineering and physics principles is preferred. This position requires up to 25% travel. What makes us special At TK Elevator, we offer more than just a role, we offer a place to grow, thrive, and make an impact. Provided they meet all eligibility requirement under the applicable plan documents, employees will be offered Medical, dental, and vision coverage Flexible spending accounts (FSA) Health savings account (HSA) Supplemental medical plans Company-paid short- and long-term disability insurance Company-paid basic life insurance and AD&D Optional life and AD&D coverage Optional spouse and dependent life insurance Identity theft monitoring Pet insurance Company-paid Employee Assistance Program (EAP) Tuition reimbursement 401(k) Retirement Savings Plan with company match: Employees can contribute a portion of their pay on a pre-tax or Roth basis. The company provides a dollar-for-dollar match on the first 5% contributed. Additional benefits include: 15 days of vacation per year 11 paid holidays each calendar year (10 fixed, 1 floating) Paid sick leave, per company policy Up to six weeks of paid parental leave (available after successful completion of 90 days of full-time employment) Eligibility requirements for these benefits will be controlled by applicable plan documents. This is intended to provide a general description of benefits and other compensation and is not a substitute for applicable plan documents or company policies. TK Elevator is an equal opportunity employer and committed to diversity. Qualified applicants will receive consideration for employment without regard to age, gender, race, color, religion, sexual orientation, gender identity, national origin, disability, and veteran status or any other protected status required by applicable law. Applicants with disabilities who require reasonable accommodation in connection with the application process are encouraged to email us directly at ElevatorJobs.ams@tkelevator.com or call 1-844-427-5461. Important note: TK Elevator is committed to a prejudice-free and diverse working environment with equal opportunities. We welcome applications from everyone we continously work towards an inclusive and barrier-free reality. Please do reach out to us and we will work on individual solutions tailored to you. TKE – Move Beyond