Job Description
Job Description
PAPE’ MACHINERY, INC. AGRICULTURE & TURF DIVISION
MADRAS, OR SERVICE SUPERVISOR :
Are you looking for a challenge? Do you enjoy leading a team and driving results? Do you enjoy providing a great experience for customers?
If you answered yes to these questions, we want to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking a member to lead their Service team in Madras.
At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU’LL DO :
As the Service Supervisor, you will be responsible for the supervision and management of all shop processes, financials, mechanic development, and customer satisfaction.
Every day you will ensure that the service staff manages the work order process in a manner that produces consistency, efficiency, and maximizes customer communication.
To thrive in this role, you must be a great leader, results-driven, and have a desire to create a great experience for our customers.
WHAT YOU NEED :
Compensation : $65,000 / yr (Depending on Experience)
Why work for Pape’ :
Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
Progressive Vacation Plans, Sick Leave & Paid Holidays Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year.
Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
Pape’ is known for their stability, honesty and integrity.
The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.
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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