Manager In Training at Pape' Machinery, Inc in Spokane, Washington

Job Description:

PAPE’ MACHINERY, INC. – CONSTRUCTION & FORESTRY DIVISION –

SPOKANE, WA

MANAGER IN TRAINING: Do you love to compete? Are you driven to win? Do you like creating your own success and results? If you answered yes to these questions, we want to hear from you! Pape’ Machinery, the premier equipment dealer in the West, is looking for a motivated Management Trainee to join their growing team in the Spokane, WA area.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO:

As our Manager in Training, you will be in an exciting development role with the goal of gaining the experience and background knowledge required to assume a leadership, sales, or customer service role within Pape’. During the program, you will be exposed to many products and department operations including equipment sales, parts, service, and rental. While working in these individual departments, you will learn the ins and outs of the business and perform various functions those departments complete on a daily basis. During your program, a team of managers, along with the General Manager to whom you are assigned, will assess your progress and determine when your training has been successfully completed.At this time, you will be eligible to apply for any position within the company for which you are qualified to continue your career.

WHAT YOU NEED:

• Four-year post-secondary education/Bachelor's degree preferred.


• Positive attitude and a willingness to learn.


• Strong oral and written communication skills along with excellent listening skills.


• Ability to develop rapport, influence others, and maintain strong working relationships.


• Self-motivation, persistence, and ability to work independently.


• Excellent computer skills including Microsoft Office Suite.

Compensation: $67,728-$72,000/yr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.


• 
  Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.


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  Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.


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  Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.


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  Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.


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  Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!


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  Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.


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  Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie

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)