Field Services Manager

Job Description

Job Description

Description:

Title:   Industrial Mechanical Department Manager 

Work Group     

Operations (Mechanical)

Primary Location      

25% Field; 75% Customer/Office/Administration/Sales Support

Summary Objective   

The Marshall Industrial Technologies (MIT) Industrial Field Service Department Manager is responsible for the overall leadership, profitability, growth, and operational performance of the Field Services Department. This individual oversees all aspects of estimating, project execution, field operations, safety, staffing, customer relationships, and financial performance while ensuring projects are completed safely, on schedule, within budget, and to the highest quality standards.

The Department Manager provides leadership for project managers, superintendents, foremen, field personnel, and administrative staff while driving strategic growth of the department. This role combines operational leadership with business development and serves as the primary leader responsible for the department’s long-term success. This role shall also collaborate with the other Departments on multi-department projects and cross-selling.

General Responsibilities 

• Ensures Departmental Goals are met or exceeded, including Safety, Quality, Employee Training and Development, Efficiency and Utilization within department and with other departments, Cost & Profit, and Housekeeping and plant organization.
• Ensures that Safety Systems and training are up to date are effectively implemented and used by crews in the field.
• Responsible for department financial performance including; revenue growth, gross profit, labor productivity, forecasting, backlog monitoring, and more.
• Prepares and submits numerous project bids of moderate to large size, ensuring the bids fit and meet the desire strategic direction of the company.
• Field Service Department Manager partakes in the development of estimates (bids) and review process, assuring appropriate quality, operational risks, and profitability requirements associated with those bids are considered.
• Responsible for all departmental training, including but not limited to Apprenticeship Programs, Home Study Courses, Tuition Reimbursement, etc., ensuring the training programs meet current and future department/employee needs, providing appropriately trained, entry level resources.  
• Helps ensure that the Bid Revenues (Sales) Volume necessary to meet Marshall annual objectives is met. 
• Drives Cost Controls – understands cost performance of all projects under management on a weekly basis. Escalates cost overruns to the Director of Operations as soon as they are discovered. Participates in root cause investigations for cost overruns and is responsible for providing the detailed information associated with such overruns to ensure corrective actions are implemented to mitigate future opportunities. 
• Leads, plans and supports development of personnel in their Department, fields of expertise, or other groups or tasks as assigned. 
• Oversees the estimators, project managers, field superintendents, foreman, administrative staff, and field personnel pertaining to that department.  
• Audits and ensures housekeeping, quality, and safety conformance of jobsites, including trailers, trucks, laydown, and waste storage areas, to Marshall and/or customer standards. 
• Develops and maintains their own technical competence.
• Regularly meets with clients and completes sites visits to ensure the highest degree of quality, safety and customer satisfaction are met.
• Handles routine activities and requirements of the role efficiently and in an organized manner (on automatic). Completes other supporting tasks as assigned.

Working Relationships

• The Industrial Field Service Department Manager reports to the VP of Operations/GM 
• The Industrial Field Service Department Manager interacts with all function at MIT, including HR, Finance, Sales, Field Representatives and Marketing   
• The Industrial Field Service Department Manager has a supervisory relationship to personnel assigned to projects under management 
• The Industrial Field Service Department Manager has client relationships with our customers 
• The Group gives feedback to Service Reps, Foreman, and Project Engineers regarding suggested training and development opportunities, assisting with training coordination obligations for employee development.

Qualifications

• A Industrial Field Service Department Manager will have prior demonstrated supervisory experience as a trade service rep or project engineer and have the expertise of a journeyman in a trade skill relevant to the work.  Alternate technical experience such as a technical and/or business degree and applicable work knowledge qualify, as well as program and large project management.  
• Excellent Communication skills are required, and a proven ability to communicate, develop, and motivate staff members.
• A degree in Construction Management or Mechanical Engineering is a plus.
• Competent in millwright practices, ASME requirements, process & utility piping, welding and fabrication, plant maintenance, rigging, equipment setting & alignment.

Job Demands

Physical ability to access jobs, operate equipment, demonstrate work processes, tolerate site environments, and coordinate work shifts as substitute Service Rep when required.

Important Attributes       Lominger Competency No. Description

2 Dealing with Ambiguity – Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.

5 Business Acumen – Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace

.12 Conflict Management – Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

15 Customer Focus – Dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customer in mind; establishes and maintains effective relationships with customers and gains their trust and respect.

18 Delegation – Clearly and comfortably delegates both routine and important tasks and decisions; broadly shares both responsibility and accountability; tends to trust people to perform; lets direct reports finish their own work.

19 Developing Direct Reports – Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each direct report’s career goals; constructs compelling development plans and executes them; pushes direct reports to accept developmental moves; will take direct reports who need work; is a people builder.

24 Functional / Technical skills – Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.

29 Integrity and Trust – Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.46 Perspective – Looks toward the broadest possible view of an issue/challenge; has broad-ranging personal and business interests and pursuits; can easily pose future scenarios; can think globally; can discuss multiple aspects and impacts of issues and project them into the future.

47 Planning – Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.

52 Process Management – Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources.