Elevator Service Supervisor

POSTED ON 11/21/2022 AVAILABLE BEFORE 3/23/2023
Oracle Elevator Hired Organization Address Saint Petersburg, FL Full Time

Job Posting for Elevator Service Supervisor at Oracle Elevator

Company Overview

Oracle Elevator is the fastest growing independent elevator services provider in the nation.

Job Summary

The Service Supervisor is responsible for the daily activities of maintenance and repair operations. The Service Supervisor will assist in estimating jobs, allocating manpower and improving the profitability of maintenance and repair jobs.

Responsibilities and Duties

  • Supervises and directs Service Technicians' training, and communicates company policies, procedures and objectives
  • Administers company safety program, including performing safety audits when necessary and stressing the importance of safety to all employees
  • Visits job sites and performs quality audits to ensure route work is completed efficiently and in a cost-effective manner
  • Identifies issues that could potentially affect the overall reliability of customer’s equipment
  • Uses Company financial reporting to review route management and callbacks
  • Makes necessary changes to improved profitability
  • Provides technical input to sales staff on the scope of work and materials needed to bid repair work, which includes calculating labor and material costs
  • Enforces Cancellation Reduction Program
  • Works with branch manager to address customer’s needs
  • Maintains up-to-date knowledge of all federal, state and local elevator industry code requirements
  • Maintains strong familiarity of industry products by reviewing equipment updates and supplier goods
  • Administers parts program for contract service and repair to meet budget expectations and customer satisfaction
  • Manages the elevator repair process and ensures repairs are completed in an efficient and cost-effective manner
  • Other duties assigned by Branch Manager

Qualifications and Skills

  • Thorough knowledge of the elevator industry and general management methods within the elevator industry
  • Bachelor's degree (only to be substituted with extensive industry and management experience); or two years' experience managing on a branch departmental level; or an equivalent combination of education and experience
  • Ability to define problems collect data, establish facts and draw valid conclusions.
  • Ability to interpret an extensive variety of technical instructions in mathematical or diagram form, and deal with several abstract and concrete variables

Benefits and Perks

  • Top Pay in the industry
  • Low health insurance cost for dependent and family coverage
  • 401(k) match towards your retirement account
  • Performance Incentive Based Pay

Experience

Preferred
  • 5 year(s): Supervisory
  • 2 year(s): Elevator Service

Education

Preferred
  • Bachelors or better in Construction Engineering or related field
  • Bachelors or better in Engineering or related field

Skills

Required
  • Listening
  • Interpersonal Skills
  • Customer Service
  • Communication Skills
Preferred
  • Salesforce
  • Managing Multiple Projects
  • Electrical Tools
  • Electrical Reading and Testing Equipment
  • Electrical
  • Computer/Technical Literacy
  • Organized
  • Planning/Organizing
  • Multi-Tasking
  • Leadership/Management Skills

Behaviors

Required
  • Team Player: Works well as a member of a group
  • Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
  • Leader: Inspires teammates to follow them

Motivations

Required
  • Self-Starter: Inspired to perform without outside help
  • Goal Completion: Inspired to perform well by the completion of tasks
  • Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
  • Financial: Inspired to perform well by monetary reimbursement

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)

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