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District Manager - Janesville, United States - Aramark Uniform Services
Description
** District Manager - AUS - Janesville, WI**
**Job Category****:** In Unit-Service-Mngmt **Requisition Number****:** DISTR11862 Showing 1 location **Job Details**
**Description**
Overview:
Responsibilities/Essential Functions:
Develops and maintains client relationships with Key Customers to grow base business and improve retention of account base. Engages with sales to pitch new business for large clients. Accountable for business reviews and key interaction with key clients within local market. Leverages the Business Development Manager and General Manager/District Manager where applicable to manage client visitation schedules for optimal sales and service performance. ; Reviews and analyzes business performance utilizing plan data and recommends decisions/approaches to address key operational opportunities and levers, including route sales growth optimization, pricing actions, product inventory and waste reduction and labor costs, which would positively impact the business. ; Responsible for recruiting, hiring, training, coaching and counseling management staff and front line personnel to provide ongoing support and development. Leverages leadership skills to set goals and provide regular performance feedback utilizing all resources available to include work-with observations and Aramarks established performance management process and tools; Leads the application and execution of key business initiatives to improve business performance, optimize core processes and positively influence client relationships and business opportunities; Drives Service STARS culture and safety leadership, and all key initiatives relating to these core values, to provide a positive Market Center environment. Owns and fosters effective communication at all levels of the organization; Works with District Manager and Finance manager to provide accurate weekly and monthly projections and maybe responsible for the market center line item budget. Will serve as Back up for District Manager in this area; Ensures daily operations are maintained as scheduled. Maintains all business records, processes and documentation as required to include personnel records, delivery and invoice records, product and asset inventories, MEI/VCR data, DOT requirements, and client sales, contact and pricing communication; Performs other administrative and sales operations duties as required; Responsible for managing or directing multiple direct reports and departments as a leader working remotely from ones direct manager or with minimal oversight.
Knowledge/Skills/Abilities:
Requires critical and high-level business contacts leading difficult negotiations that impact the business. Solves unique and complex problems that have a broad impact on the Market Center business in both the short and long term. Ability to communicate at high efficiency and effectiveness with clients, vendors, internal leadership and operations staff. Ability to respond quickly to changing demands; Client interaction, communication, organization/time management, multi-tasking and computer skills are critical to the success of this role. The ability to work efficiently and independently is important as well.
Working Environment/Safety Requirements:
Experience:
At least 7 years of relevant experience with a Bachelors degree preferred, 5-10 years of relevant experience. Key experience in the following categories is an asset: Key Client relations, P&L and line item budgeting experience, customer service leadership and negotiations, foodservice or route sales operations, training and development of supervisory level direct reports as well as front line personnel.
Education:
Bachelors degree or equivalent experience preferred
License Requirements/ Certifications:
Must have a valid drivers license and be able to obtain DOT certification to operate DOT regulated vehicles.
**#IND-SERVICE**
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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 contractors legal duty to furnish information. 41 CFR c)
