General Manager Of Aftermarket

This individual will partner with the General Managers throughout the region to drive aftermarket and product support initiatives while providing leadership to the Regional Aftermarket Managers and the Central Dispatch department. He/she will provide a work environment that will optimize the profitable growth of the business, the personal growth of team members, and the satisfaction of customers.
Specific Duties Include:

• Demonstrate leadership in all aspects of the aftermarket and support departments within the region.
• Coach and develop direct reports, as well as Department Managers (in coordination with the General Managers and/or Store Managers) by focusing on long-term growth and development while empowering individuals to own and drive results in their area of responsibility.
• Partner with the regional management team to develop and execute on strategic initiatives to drive growth in the Aftermarket departments.
• Develop criteria to monitor progress to ensure achievement of established goals.
• Develop and maintain effective service and parts department processes to ensure internal and external customer satisfaction.
• Assist in creating annual parts and service department benchmarks in alignment with the financial and operational objectives.

• Partner with management to monitor the operations and financials of the parts and service departments as it relates to performance, staffing, process, profitability, growth strategy, and safety practices.
• Actively participate in the regional business review process.

• Develop, implement, and manage consistent programs in relation to customer relationships which would include; Marketing (Store and Regional Approach), communication, best practice sharing.

• Oversee the development and implementation of both internal and external training to include career path initiatives, customer programs, technician capstone training, and MIRC follow up.

• Ensure that appropriate communications take place throughout the location/s by facilitating/participating in monthly open-book meetings, conducting regular team meetings, encouraging an open-door policy, and proactively seeking feedback from team members.
• Foster an engaged work environment within the location/s, encouraging accountability, open communication, teamwork, and a commitment to serving the customer.
• Lead and manage all business and/or department activities related to ensuring the customer experience is positive and that all team members are committed to creating solutions and long term relationships with customers.
• Ensure that the company/location reputation and image in the community is consistent with RDO Equipment Co.'s Core Values, and that business relationships with all stakeholders are not compromised.
• Responsible for ensuring that sound and safe business practices and processes are implemented and continuously improved to effectively and efficiently achieve ethical business objectives.

• Follow all safety rules and regulations while performing work assignments and adhere to all policies and procedures as specified in company manuals and as directed in the employee handbook.
• Proactively seek and participate in available company-sponsored training, in an effort to develop and advance knowledge base and skill set.
• Maintain a positive and professional working relationship with peers, management, and support resources, with a constant commitment to teamwork and exemplary customer service.
• Perform all other duties as assigned by management in a professional and efficient manner.

Job Requirements:

• Proven business and people management experience
• Operational expertise in sales, parts, and service
• Excellent analytical and problem solving skills
• Knowledge of John Deere agriculture, construction, and/or Vermeer dealership business operations
• Excellent customer service skills
• Excellent oral and written communication skills
• Excellent computer skills
• College degree preferred
• Candidates must have valid work authorization and be able to work in the U.S. without company sponsorship

EOE/M/F/Disabled/Veteran
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)