Dispatch Manager at DH Pace Company, Inc. in Palm City, Florida

Job Description:

DH Pace Company, Inc., aspires to hire a Dispatch Manager in our Port St Lucie, FL office! The right candidate will enjoy working in a fast-paced environment, have the ability to work well with external and internal customers, and be a forward thinker.

Job Responsibilities:

• Use all available resources to efficiently dispatch service technicians / installers.


• Performance appraisals, continuous coaching, disciplinary actions as needed.


• Manage and approve all field labor / timesheets.


• Determine staffing levels and ensure compliance with company hiring, counseling/discipline and termination policies.


• Ensure accurate work orders and picking lists to the warehouse for inventory pulling and manage WIP inventory and returns from job site to minimize inventory investment.


• Process paperwork, in a timely manner, to ensure all billing, quoting, and ordering is accurate.


• Daily communication and support to our internal and external customers.


• Local safety leader/champion


• Fulfill all other duties as assigned by your manager.

Job Requirements:

• Minimum of 1-3 years of management or leadership experience.


• Must possess valid driver’s license.


• Customer service oriented. 
  

Why DH Pace?

DH Pace Company is a distribution, construction and service organization offering a complete range of door and door related products through 50 locations in 24 states. Privately owned over 90 years with 50 locations in 24 States and company-wide 2020 Sales over $700M.

Our benefit offerings include:

• Competitive compensation


• Medical, dental, and vision options


• 401k retirement plan + match


• Company paid life insurance


• Paid time off plan


• and more!

Successful completion of references, employment verifications, background check, and drug screen required in advance of hire.

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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