Ramp Manager

The scope of the Ramp Manager duties includes the following roles and responsibilities:

• Schedule and coordinate the workload based on client needs
• Facilitate pre-shift job briefings to go over work schedules, daily work plan, safety awareness, and other updates
• Ensure pre-shift and post-shift cursory vehicle inspections of equipment are performed and record keeping is maintained
• Operate cranes, side loaders, reach stackers, and hostlers to unload and load containers and trailers from rail cars, as required based on the daily work plan
• Ensure that all containers and trailers are properly secured before the train departs the terminal
• Ensure accurate records of yard inventory are kept up-to-date
• Perform required audits and monitor performance indicators
• Ensure that all staff wear the appropriate Personal Protective Equipment (PPE)
• Manage staff and railroad personnel to ensure efficient and safe production

Requirements

• High School diploma or equivalent
• At least two years intermodal facility experience, management preferred
• Valid driver’s license with a clean motor vehicle record (MVR),
• Ability to operate efficiently using the client’s terminal operating systems (TOS) and any other computer systems required for terminal operations
• Ability to gather and interpret data required for terminal performance measurements
• Proven ability to manage, develop, and lead a team to successfully execute client workload
• Ability to adjust to changing facility demands as requested by the client’s requirements and commitments due to seasonal variances, disrupted work schedules, and industry needs
• Ability to pass a background and drug test, per Class 1 Railroad and E-Railsafe protocols

Hours

This is a full time position working non-standard hours that may include nights, weekends, and holidays as required by the client.

Physical

To perform the essential functions of this job, an employee must meet the physical demands in this job description. Reasonable accommodations can be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of the job, the employee is regularly required to stoop, kneel, crouch, talk, and hear. The employee is frequently required to stand, walk, sit, and use hands to handle, feel and reach. The employee must be able to stand for periods of eight hours or more, and must have the ability to lift up to 50 lbs. Specific vision abilities required by this job include the ability to adjust focus for both day and night operation.

Work Environment

Ramp Managers work primarily outside and in a vehicle, and in an office as needed. The Ramp Manager must be able to work outdoors in all conditions—including extreme cold and heat—and in the presence of dust and loud noises. In addition, the Ramp Manager will be working on and around rail and intermodal equipment that may be dangerous if not handled safely with respect to the job functions. Understanding the work hazards and being able to work safely is imperative for this position.

Selection Guidelines

This position requires a formal application, assessment of education and experience, oral interview, and reference check. Additional job-related tests may be required. The duties listed in this job description are only examples of the various types of work that the role might be required to perform. The omission of a statement of duties does not exclude it from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and the employee, and is subject to change as the needs of the employer and job change.

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)