HUB Operations Manager-Hayward, CA at Express Messenger Systems, Inc in Hayward, California

Job Description:

The HUB Manager oversees and manages all sort activities. The HUB is the largest OnTrac facility and services sortation and packages for the entire OnTrac network. The HUB Manager partners with the General Manager, and, the PM HUB Manager to create plans that will achieve short and long term objectives. 

Responsibilities:

1. Maintain and contribute to a safe work environment by adhering to policies and procedures as outlined in the Company Safety Program. Champion the safety program and creates incentives to encourage safe work habits.


2. Creates strategic plans to achieve Key Performance Indicators (KPI) results; Sets quantifiable expectations that align with the company goals.


3. Plan and coordinate sort start times and communicate with Sort Managers about all changes and plans and plans with GM’s approval.. Provides daily meetings with both managers and leads to set expectations and provide feedback.


4. Works with supporting departments and encourages cross functional support. Communicates daily with feeding facilities to ensure a proper plan is set.


5. Advise GM of the need to communicate with customers during special operating plans. May meet with customers with the GM


6. Develop skills in mentoring and coaching Sort Managers to meet goals and to help with their professional development. Practice providing continuous feedback in an on-going effort to develop subordinates and establish a succession plan.


7. Responsible for interviewing lead and manager candidates.


8. Ensures that all managers are following the company standards as outlined in training manuals and SOPS.


9. Evaluate the results of PM operation regularly and systematically reports these results to the General Manager. Provides a recap of AM HUB operations to GM and PM Manager


10. Work with GM to learn budget labor hours, labor hours, safety compliance, mis-sorts and schedules. Analyze, reorganize and prioritizes training and labor law compliance.


11. Partners with Human Resources and Engineering departments to develop staffing plans and hiring needs.


12. Ensure that all organization activities and operations are carried out in compliance with local, state, and federal regulations and laws.


13. Shift: Tuesday – Saturday 2PM to 10PM.

Competencies:

This position requires the following competencies:

o   Strategic thinking

o   Technical expertise

o   Fosters teamwork,

o   Communication skills

o   Excellent oral and written communication skills

o   Builds collaborative relationships within several departments

o    Customer Service Skills

Suggested minimum requirements:

• For Internal candidates-must be with the company for  6 months and no disciplinary actions for 6 months


• GED/Diploma required, college degree preferred


• Five years of experience in logistics and/or transportation or can be less if college degreed.


• Intermediate Microsoft office skills


• A minimum of 4 years of experience managing people


• Intermediate to advanced mathematical skills


• Can communicate verbally and written in a clear and concise manner


• It is the responsibility of every position to understand and adhere to the security guidelines outlined in OnTrac’s Acceptable Use policy and to conduct their activities accordingly.


• Ensures that the people in the business unit understand how their work relates to the business’ mission.


• Gives honest and constructive feedback to other team members.

This is not necessarily an exhaustive list of responsibilities, skills, duties and working conditions associated with the job.  It is intended to be an accurate reflection of the current job, however, management may revise job and tasks based on business needs including emergencies, staffing needs and workload. 

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)

See job description