Location Manager

The Location Manager (LM) reports to the Regional Manager and provides leadership to all staff in his/her respective location.  The Location Manager is responsible for all activities associated with operations, customers, staff, facilities, and financials in their location.   

The Location Manager duties must be performed consistent with Company mission and values and adherence to Company policies and procedures.

The Location Manager spends 80% of their time (4 days out of 5) in locations leading, coaching, and training their staff on how to drive/grow the business.  The other 20% is spent in their communities, planning and administration, which typically occurs in meetings, conference calls and email.   The Location Manager responsibilities are outlined in detail below.

Essential Functions and Competencies

• Clearly and simply communicate information (verbally or in writing)
• Understand non-verbal clues and respond to them appropriately
• Listen actively – listen to and be informed by the perspective of others.  Ask probing questions for clarification – seek to understand
• Gather information from a variety of sources
• Persuade or convince others through use of effective interpersonal communication
• Adapt communication style to the level of the listener (up or down)
• Explain reasons for action to others
• Keep non-verbal communications consistent with verbal communications
• Facilitate flow of information 'down' to employees and 'up' to management
• Ensure timeliness of information flow
• Consider how others are affected by information shared and adjust communication and style to meet those needs
• Conduct "Town Hall" meetings in conjunction with Regional Management
• Be approachable
• Be present at the locations at different times of day and different days of the week
• Prioritize conflicting matters according to the needs of the business
• Be seen to be living the expressed Company Values (walk the talk)
• Show pride in Legacy by positively representing the Company to employees and customers
• Reflect support for Legacy’s’ policies and procedures and decisions (even if not in agreement with them)
• Refrain from offering criticism about Legacy to employees, reserving such comments for the ears of the RM or more senior staff
• Advocate Two up system
• Maintain balance between operations and corporate perspectives/needs
• Demonstrate benefits of being part of a large organization and consider the 'bigger picture”
• Set a good example for others (clean, well-groomed, well-spoken, organized, calm, mature, professional, respectful)
• Act with integrity, honesty and openness 
• Be willing to work with location employees, demonstrating the appropriate way to perform a task and assisting in the completion of all manner of tasks
• Focus on fixing problems, not assigning blame
• Be accountable for his (her) actions; acknowledge personal mistakes
• Maintain confidentiality
• Act in a lawful manner and follow company policies and procedures
• Honor commitments to employees and others
• Seek ways to improve his (her) personal performance
• Take ownership of job responsibilities
• Be willing to work all hours – persevere 
• Seek input from others (location employees, peers, etc) and give them credit for good ideas (share results)
• Practice continuous improvement in all elements of the job
• Set personal goals and goals for location employees that are challenging but achievable
• Address issues of unsatisfactory performance/results
• Present a positive face to location employees
• Celebrate successes
• Seek out and consider all relevant facts.  Resist temptation to jump to conclusions – exhibit patience when appropriate
• Consider risks and benefits
• In emergency situations, make decisions quickly with information at hand
• Not accept everything at face value.  Dig to get at underlying issues
• Take risk in decision-making
• Seek input from others when appropriate
• Identify resources necessary to solve problems
• Make unpopular decisions when it is the 'right' thing to do, and stand by them
• Implement decisions in a timely way
• Confront difficult issues in a timely way
• Be willing to engage in 'green light' thinking (no idea is dismissed out of hand)
• Solicit and welcome ideas from others (location employees, peers, corporate, etc.)
• Seek opportunities to make improvements/changes
• 'Try-out' new ways of doing things
• Think ahead, and anticipate problems
• Challenge others to come up with new ideas and approaches; better ways to do things
• Be willing to 'raise the bar' for performance; does not accept complacency
• Be aware of the communities in which his (her) location operates 
• Host gatherings with influential community members
• Establish good relationships with other related service providers (florists, clergy/religious groups, limousine drivers, industry-related schools)
• Establish good relationships with appropriate corporate personnel (accounting, payroll)
• Establish trusting relationships with location employees
• Establish good relationships with peers (sharing of best practices, resources, etc.)
• Encourage staff to become involved in the community (where appropriate)
• Be open to forming new relationships

Required Education and Experience

• Must have a current Funeral Director’s and Embalmer’s license 
• Must demonstrate a working knowledge of the art of embalming

• 3-5 years’ experience working as a Funeral Director
• Must maintain state/provincial licensing requirements for Funeral Director/Location Manager 
• Must have a valid driver’s license
• Ability to work with managers and employees, showing leadership and support
• Previous customer service and/or sales experience would be a definite asset        
• Knowledge of computers and some software would be an asset, or willingness to learn
• Above average communication skills
• High level of compassion and integrity

AAP/EEO Statement

Equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, veterans and/or any other status or condition protected by law, except where a bona fide occupational qualification exists.