Regional Admin Manager at CRH Ohio, LTD in Columbus, Ohio

Job Description:

Responsibilities:

• Directs and supervises, sometimes through subordinate supervisors, all functions of customer service and administrative support staff, service technicians, and driver/warehouse team members.


• Help train customer service and/or office support personnel to be in the position to deliver exemplary customer service and utmost customer satisfaction.


• Help Office Managers in reviewing recorded customer service calls and assist in CSR improvement measures.


• Ensure call reports are being reviewed and help offices find ways to improve their missed call percentage and address areas of opportunity.


• Responsible for implementation and training on new (and existing) business processes.


• Responsible for creating and implementing standard operating procedures (SOP) in customer service and administrative functions.


• Assist pre-and-post acquisitions, to include extensive travel at these times


• Share and ensure best practices between dealerships.


• Research other successful companies to see what they do to enhance customer experience and how the company could benefit by utilizing those same or similar processes.


• Minimum of 1 Office Manager Meeting per year, two is preferred.


• Create an open door (phone/email) program where the office managers and staff can voice questions/concerns.


• Fill in for office managers or administrative support staff if necessary, including accounts payable and ensure the office manager designates regional admin as out of office delegate.


• Utilize and teach the LEAN problem-solving skills to help solve problems within the offices.


• Train and support the proper processes for collection (keeping within the standard percentages of revenue), closing out accounts, entering new accounts, billing, etc.


• Run reports and train on reporting for the managers in the region.


• Recognize employees through updating the regional TVs, leaderboard, and sending birthday/anniversary emails.


• Approve refunds and submit by the Monday noon deadline on a weekly basis.


• Involvement in AR efforts (calls, reporting, updates on large accounts).


• Review transaction or service code requests to ensure accuracy before submitting.


• Waterflex Company Branch Parameters, mainly adding users to Waterflex, updating the yearly holidays, etc.


• Add users to CPORT and Culligan University.


• Complete price increases as necessary, typically an end of year procedure.


• Travel to dealerships; more extensive travel if there is no office manager or training office manager.


• Other projects/duties that would help the dealerships.

Qualifications:

• Thorough knowledge of computer database software operations, and all Microsoft Windows and Microsoft Office software applications


• Thorough knowledge of modern office practices and procedures and the use of office machines and equipment


• Thorough knowledge of business English, spelling, and punctuation


• Knowledge of methods and techniques used in recordkeeping systems


• Knowledge of the principles and practices of supervision


• Thorough knowledge of policies and procedures of the Company; ability to understand and interpret pertinent policies and procedures clearly and accurately


• Ability to establish and maintain effective working relationships with management, supervising personnel, co-workers, subordinates, all levels of business professionals, and the general public


• Ability to project a positive image to co-workers, subordinates, all levels of business professionals, and the general public


• Must be able to travel to dealerships for coverage, training and scheduled meetings with Office Managers/Leads.


• Ability to communicate effectively orally and in writing


• Must be able to successfully pass background checks and drug screenings per the company requirements

INDSJ

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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