Building Automation Workforce Coordinator at Harris Companies in St Paul, Minnesota

Job Description:

Harris Companies

Job Category: Controls
Req. Number: BAWOR002318
Schedule: Full Time
Location: St Paul, MN 55102, USA

Job Details

Description

The purpose of your role as a Building Automation Workforce Coordinator

As a Building Automation Workforce Coordinator, you will be responsible for supporting the workflow for all work for the regional Building Automation (BA) team. In this role, you will be responsible for scheduling all BA work, onboarding all new field employees and communicating with managers to help keep the business operations efficient and fast reacting. You will be critical in helping the operations team develop the right processes to make our business continually improve.

Workforce + Labor Planning:

• Lead weekly workforce meeting
• Collaborate with director on future labor planning

Building Automation Service Personnel Coordination:

• Coordinate, schedule and dispatch all BA personnel to satisfy customer problems based on skills, nature of problems, location of problem, and schedule of personnel. Independently determine the best service representative to complete the task. Effectively match specialist and mechanic skill level with problem while maintaining cost effectiveness.
• Support field personnel by arranging necessary parts, tools, and equipment rentals.
• Display sufficient knowledge about geographical layout to make independent decisions concerning reassignment for emergency calls and assignment of scheduled work.
• Continually work with leadership team along with PM’S and LBASS to coordinate labor for work needed.
• Follow up with BA personnel to receive completed service report and review information is accurate and complete.
• Facilitate onboarding for all BA and Service field personal.

Customer Relations:

• Advise leadership team of customer comments.
• Expedite resolution of complaints to ensure and maintain long-term relationships. Communicate resolution to customer.
• Maintain the confidentiality of information pertaining to the customer, internal company, and any other proprietary information which normally crosses the desk.
• Build rapport and productive working relationships with customers, vendors, and other outside agents. Effectively represent company’s interest to outside agents to maximize profits.
• Determine and dispatch appropriate service representatives to ensure quick and efficient resolution of problems while building and maintaining customer confidence and satisfaction. Communicate schedule to customer.
• Maintain awareness of high credit risk customers and obtain approval from Service Manager prior to authorizing service. Diplomatically communicate response to customer.

Accounting Support:

• Serve as lead regarding process and internal operations related to job cost, payroll, GL and system integrations for Building Automation team.
• Operate computers programmed with accounting software to record, store, and analyze information.
• Review completed service reports and compare figures to the accounting software for accuracy (Open, WIP, COM & CR1). Follow up with service and construction personnel on any discrepancies. Request labor hours and materials reallocated as needed.
• Prepare proper documentation of itemized bi-weekly invoices for work orders.
• Set up work orders in accounting software and manage supporting file structure – scanning documents, entering information, request permits, etc.
• Compose documents and other correspondence as needed.
• May provide remote support to other Harris locations as needed.

What we're looking for in you

• 5+ years of prior HVAC dispatching or related experience
• Knowledge of basic accounting principles and practices
• Strong customer service skills
• Basic understanding of mechanical systems – what they do and how they operate

Your life at Harris

As one of the country's leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!

From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.

Harris Benefits + Compensation

• Medical, dental, vision, and life insurance
• 401K with company match
• Vacation time, sick time, and paid holidays
• Paid Parental leave
• Short-Term Incentive Plan

Visit our Careers Page for additional benefits details: https://www.harriscompany.com/careers/employee-benefits-at-a-glance

Pay Range: $ 67,852 - $101,779 per year

The actual salary offer will vary by candidate based on a wide range of factors such as specific skills, qualifications, experience, and location.

Qualifications

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Licenses & Certifications

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)

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)

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