What are the responsibilities and job description for the Manager Trainee position at D.H. Pace Company, Inc.?
DH Pace Company, Inc., is a nationwide door and security system installation and service organization. We are looking to hire a Manager Trainee in Las Vegas, Nevada, to learn and manage several areas of operations and project management and who will effectively coordinate field employees in order to meet our customer’s high standards and expectations.
Job Responsibilities:
- Scheduling technicians to customer job sites
- Continually ensure technicians’ schedules are cleared of completed job tickets and that open job tickets are in correct technicians’ schedules for materials ordered, billing and voided tickets
- Provide accurate work orders and picking lists to the warehouse for inventory pulling
- Additional responsibilities as assigned
Job Requirements:
- Bachelor’s degree preferred plus 1 year management experience in a fast-paced service focused organization; an equivalent combination of education and experience may be considered
- Must have excellent communication and organizational skills and a good mechanical and mathematical aptitude
- Must possess a Valid Driver’s License
Why DH Pace?
DH Pace Company is a distribution, construction and service organization offering a complete range of door and door related products and commercial security products. The company is privately owned and has been in operation over 95 years! We have 50 US offices in 24 states with company-wide sales in 2021 of $740M.
Our benefit offerings include:
- Competitive compensation
- Medical, dental, and vision options
- Company paid life insurance
- 401k retirement plan employer match
- Paid time off plan
- Paid Holidays
- Dress for your day - business casual/jeans friendly
- and more!
Successful completion of references, employment verifications, background check, and drug screen required in advance of hire.
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)
