Branch Manager

Position Summary: The General Manager is responsible for the successful operation of the branch. The General Manager will ensure quality and efficient landscape management for EMTS's clients while achieving the company's goals of consistently improving market share and meeting financial targets. Competitive pay DOE Principal Duties and Responsibilities: Operations and Employee Management: Manage multiple service lines within a branch including fertilization and spray operations, maintenance production, tree care or arborist services, horticultural services and irrigation. Monitor branch safety record and implement methods to improve safe workplace practices. Hire, manage, train and develop new employees. Coordinate and manage client service teams. Monitor and guide Supervisors as they train Crew Leaders and Crew Members. Communicate with, counsel, train, discipline, review, and develop growth plan(s) for employees. Implement and enforce policies and procedures as issued by EMTS. Identify staffing needs. Ensure proper paperwork is completed for all employee changes and hires. Ensure proper use and care of all branch assets. Client Service: Develop long-term relationships and communicate on a regular basis with key clients. Ensure all contracts are executed correctly. Inspect key client properties to monitor performance and overall job quality. Ensure EMTS existing accounts are renewed each year Sales: Ensure new sales goals for the branch are properly budgeted. Work with the Business Developer to ensure goals are met or exceeded. Identify prospects to meet sales goals and communicate to Business Developer. Understand and accurately estimate jobs. Administrative / Other: Deliver timely and accurate reports, financials and schedules. Establish and maintain the branch's annual budget for revenue, overhead and profit. Work and track branch's KPI performance. Ensure billing is completed in a timely and accurate manner. Other duties as assigned Core Competencies: Adaptability - Maintaining effectiveness when experiencing major changes in work responsibilities or environment (e.g., people, processes, structure, or culture); adjusting effectively to change by exploring the benefits, trying new approaches, and collaborating with others to make the change successful. Creating a Culture of Trust - Fostering a work environment that encourages people to act with integrity and treat each other and their ideas with respect; creating and protecting a high-trust environment by setting an example, advocating for others in the face of challenges, removing barriers to trust, and rewarding others for demonstrating behaviors that cultivate trust. Emotional Intelligence Essentials - Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others' emotions and behavior; leveraging insights to effectively manage own responses so that one's behavior matches one's values and delivers intended results. Strategic Planning - Obtaining information and identifying key issues and relationships relevant to achieving a long-range goal; committing to a course of action to accomplish a long-range goal after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values. Coaching - Engaging an individual in developing and committing to an action plan that targets specific behaviors, skills, or knowledge needed to ensure performance improvement or prepare for success in new responsibilities