On-Highway Truck Regional Service Manager

This position is responsible for ensuring the successful management of work performed in their assigned region.
The incumbent is responsible for the achievement of the On-Highway Truck Regional Service Department operational goals, including effective management and development of human resources; revenue, profitability, expense control, safety compliance, and effective collaboration with other Regional Service Managers, internal company resources, and external customers to ensure that work is performed in alignment with the company vision, mission, and values.
KRA's (Key Responsibility Areas) Plan, monitor, and control regional service activities to ensure alignment with the company mission and core business values to achieve established regional service objectives and business unit forecasts.
Select, develop and evaluate regional service personnel to ensure high levels of performance, consistency, human resource availability, and effective planning for future resource needs.
Manage, maintain and develop physical and capital resources to ensure that their use is maximized in support of providing legendary customer service to customers.
Communicate, implement, and monitor regional service department policies to ensure a high level of consistency within the service division.
Model, reinforce and monitor safe work practices to ensure that work environment hazards and lost time accidents are reduced and/or eliminated.
Key Competencies ( KCAs) the following personal attributes are considered essential requisites for the effective performance of the holder of this position.
1).
Leadership Capabilities: This area addresses the degree to which the individual is recognized as a leader and representative of company management in alignment with our Mission and Core Business Values.
The jobholder is expected to understand.
model and reinforce professional competence in all areas of Values-Based leadership and related curriculum to ensure ongoing organizational development in alignment with our mission, vision, and core values.
Special emphasis is given to competency in personnel staffing, development, coaching, and people-oriented problem-solving.
2).
Personnel Management Capabilities: This area deals with the skills required to accomplish the following: 1) Define position key responsibilities and performance competencies; 2) Perform behavioral interviewing and employee selection; 3) Plan and evaluate the effectiveness of employee training and development.
It also includes managing, motivating, and developing others on a day-to-day basis; providing directive and supportive skills and methods, including structuring modification of behaviors, listening, effective questioning, role clarification, and team collaboration.
3).
Planning Skills: This area focuses on the skills used to establish, monitor, and schedule short-term and long-term plans that are comprehensive, realistic, and effective in achieving goals.
It includes; developing strategic plans and annual business plans, structuring self, others, and subordinate’s efforts to attain maximum productivity by establishing and monitoring deadlines, milestones, tasks, budget limits and required resources, forecasting, and envisioning.
4).
Influencing Capabilities: This area deals with the skills involved in accomplishing results with and through people by interacting with or influencing them individually or in groups.
It includes; managing, motivating, and developing professional and operational staff members on a day-to-day basis; providing directive skills and methods including structuring modification of behaviors; providing supportive skills and methods including listening, asking open-ended questions, and ensuring reinforcement of behaviors (e.
g.
, role clarification, showing how, establishing timelines, praising, coaching, listening, asking for input, disclosing, team-building, delegating, and collaboration).
5).
Problem Solving Expertise: This area focuses on the rational approach to the processes involved in identifying and defining problems, generating and selecting solution strategies, and reducing performance gaps through implementation and problem prevention.
It includes both theoretical, complex, longer-term problem solving and operational, shorter-term problem-solving methodologies as well as effective decision-making skills (e.
g.
, problem identification, risk analysis, solution generation, prioritizing, goal setting, conflict resolution, data gathering, and problem prevention).
6).
Technical Expertise: This area focuses on the specific technical expertise required for this job position.
This includes knowledge and experience in areas which may include some or all of the following: Values-Based leadership; Training Management, Caterpillar products, product support services and programs, sales practices and methodologies, the industries we serve, information management, company policies and procedures, inventory management, financial, credit and accounting principles.
PERFORMANCE MEASUREMENTS The following measurement methods are intended to provide a sound basis for assessing the performance of the jobholder in this position.
Although numerous methods are listed as suggested measurements the supervisor may elect to select only specific ones based on the need of the company at any point in time.
Achievement of Regional Service business plan budget Vision, Mission and Values alignment results Internal/external customer surveys PMP goal achievements Regional Service Department function turnover rate Accident/safety results 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)