General Manager (Metal Recycling Experience Required)

Job Description

Job Description

Description:

South Post Oak Recycling Center (SPORC) is a family-owned and operated metal recycling company serving the Houston community since 1994. SPORC purchases and processes ferrous and nonferrous metals and electronics and has built its reputation through safe operations, high-quality service, continuous improvement, community impact, and a commitment to thinking differently as the business grows.

Position Overview

The General Manager serves as SPORC’s executive integrator and strategic partner to the CEO. This is the company’s second executive seat, responsible for translating the CEO’s vision and annual business plan into coordinated execution across the organization. The role aligns cross-functional leaders, establishes accountability, resolves competing priorities, and ensures the business operates as one cohesive team.

Operations, Sales/Commercial Buying, Marketing, Customer Experience, Finance, and People functions all intersect through this role. The General Manager owns the business outcomes created across these functions, not simply the performance of the yard. Success requires executive-level leadership across commercial performance, customer experience, financial stewardship, operational excellence, organizational design, and sustainable growth.

The successful candidate will spend significant time building the plan, leading the leadership team, reviewing business performance, making enterprise-level decisions, and ensuring execution against company priorities, while maintaining enough operational presence to understand the business and lead credibly.

Executive Mandate & Key Responsibilities

• Serve as the CEO’s executive integrator and second in command, acting with appropriate decision authority and ensuring the CEO’s vision is translated into clear priorities, plans, ownership, and measurable outcomes.
• Translate the annual business plan into quarterly and departmental priorities with named owners, KPIs, milestones, and a consistent operating cadence for reviewing progress and resolving barriers.
• Lead and align the senior leadership team across Operations, Sales/Commercial Buying, Marketing, Customer Experience, Finance, and People functions so decisions and priorities support one enterprise strategy.
• Own overall business performance across operational execution, revenue and margin performance, customer experience, financial stewardship, workforce effectiveness, safety, and organizational growth.
• Provide meaningful leadership of commercial strategy, including sales and buying performance, customer acquisition and retention, pricing and margin discipline, and alignment between commercial commitments and operational capacity.
• Partner with the CEO in setting business strategy, evaluating growth opportunities, shaping organizational design, and determining the systems, leadership structure, and resources required to scale the company.
• Own the management operating structure: leadership meetings, scorecards, KPI reviews, priority tracking, issue resolution, and follow-through across departments.
• Use financial statements, budgets, forecasts, operating data, and profitability measures to identify risks and opportunities and make decisions that improve revenue, margin, cash discipline, productivity, and return on resources.
• Build and develop a high-performing leadership team by clarifying accountabilities, coaching leaders, addressing performance gaps, strengthening succession depth, and creating a culture of ownership and execution.
• Ensure customer experience is treated as an enterprise responsibility by aligning sales commitments, service delivery, responsiveness, issue resolution, and long-term relationship management.
• Lead scalable process and system improvements that increase throughput, efficiency, visibility, accountability, and organizational capacity without sacrificing safety, service, or culture.
• Maintain executive oversight of regulatory, environmental, safety, and operational risk while ensuring functional leaders own disciplined execution within their areas.
• Represent SPORC with key customers, industry partners, community stakeholders, and external relationships when executive-level involvement is required.

Requirements:

Required Executive Qualifications

• 10+ years of progressive leadership experience, with at least the last five years in an executive-level seat setting direction and owning outcomes rather than primarily executing another leader’s plan.
• Direct ownership of functions beyond Operations, specifically including Customer Service and Sales, Commercial Buying, or Marketing. These functions must have reported directly to the candidate; partnership, influence, or collaboration alone does not satisfy this requirement.
• Demonstrated service as a member of a senior executive leadership team reporting directly to a Chief Executive Officer, founder, or owner. This is a requirement, not a preference.
• Documented experience growing and scaling a business or major business unit, with measurable before-and-after results in revenue, volume, margin, profitability, customer growth, operational footprint, or organizational capacity.
• Demonstrated influence over business strategy, organizational design, resource allocation, and company growth—not solely operational execution.
• Ownership of a departmental, divisional, or company budget and direct accountability for a profit and loss statement, with demonstrated ability to use financial information to drive business decisions.
• Experience leading experienced hourly/frontline workforces in industrial, recycling, logistics, manufacturing, distribution, heavy equipment, waste, commodities, or a closely adjacent environment.
• Proven record of building leadership teams, creating accountability systems, developing talent, and driving execution through other leaders rather than relying on personal intervention.
• Experience operating within a defined business operating system is strongly preferred. Familiarity with EOS and the Integrator role is a direct advantage.

Leadership Profile

•   Trusted CEO Partner & Integrator: Operates as a true second-in-command who can take vision, create the plan, align leaders, make decisions, and return with results.
• · Enterprise Thinker: Connects commercial, financial, operational, customer, and people decisions and understands how each affects total company performance.
• · Strategic Executor: Moves fluently between long-range priorities and disciplined execution, converting strategy into owners, measures, timelines, and accountability.
• · Commercially & Financially Minded: Understands revenue, margin, customer value, cost, profitability, and the operational implications of commercial decisions.
• · Leadership Builder: Leads through capable functional leaders, develops management depth, addresses underperformance, and creates organizational accountability.
• · Operationally Credible: Maintains enough hands-on presence to understand the work, earn credibility with frontline teams, and challenge operational assumptions without becoming the day-to-day facility manager.

Measures of Success

• CEO priorities are translated into an executable company plan with clear ownership and consistent follow-through.
• Functional leaders operate as one leadership team rather than independent departments.
• Revenue, margin, customer retention, productivity, safety, and financial performance are visible, measured, and actively managed.
• The CEO can increasingly remain focused on vision, strategic relationships, and growth because the GM owns organizational execution.
• SPORC develops the leadership structure, systems, and operating discipline required to scale without losing service quality, accountability, or culture.

 

Benefits

• 2 weeks PTO
• 401k Contribution
• Medical Premium reimbursement 
• Family oriented environment

  Equal Employment Opportunity
SPORC is an equal opportunity employer and makes employment decisions on the basis of merit. We are committed to complying with all federal, state, and local laws providing equal employment opportunities for qualified individuals regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, veteran status, or any other legally protected status.