Route Managers are responsible for the management of a group of drivers to ensure safe services to customers. Managers hire, train, coach, evaluate, counsel, and manage the performance of drivers with an emphasis on safety, customer service, and productivity. The hours and physical demand may vary by route or area.

RESPONSIBILITIES OF POSITION:

• Manage the daily activities and performance of route drivers.
• Train and direct employees to improve their overall performance.
• Dispatch daily assignments.
• Monitor and enforce quality and safety standards and ensure all compliance goals are met or exceeded.
• Ensure completion of daily routes and ensure that all productivity goals are met or exceeded.
• Maintain and check daily route sheets and route new customers.
• Run routes as necessary, (absences, vacations, vehicle breakdowns).
• Monitor and track employee attendance and all other required documentation relating to performance management.
• Perform and monitor driver observations and vehicle inspections.
• Monitor driver hours in accordance with DOT and Rumpke regulations.
• Plans distributes, monitors and follows-up daily route assignments to ensure customers are serviced per company standards and agreements.
• Monitor driver time and attendance, minimizing overtime and ensuring drivers do not exceed limits established by regulatory agencies (i.e., 60-hour rule).
• Monitor productivity, service, and safety targets for each route and driver.
• Ensure that drivers comply with regulatory agencies (i.e., DOT physicals, drug tests, etc.).
• Conduct investigations for accidents, injuries, and property damage claims.
• Conduct employee observations to ensure safety and procedures are being followed.
• Maintain a positive work atmosphere by performing and communicating in a manner that promotes good relationships with employees, co-workers, and management.
• Perform all duties in a safe manner in compliance with all local, state, and federal regulations and company policies.
• Other duties as assigned by management; may fill in during the absence of other supervisors/office employees or drivers.

REQUIRED SKILLS/ABILITIES:

• Excellent verbal and written communication skills.
• Must have CDL at least class B
• Computer skills; working knowledge of Windows applications, Microsoft applications, AS400, and Lotus Notes applications a plus.
• Proven customer service skills.
• Knowledge of area with the ability to read maps.
• Must be able to work independently, make decisions, and resolve problems.
• Must have knowledge of DOT/OSHA regulations.
• Must be able to work flexible schedules including weekends and holidays and be available to always address operational issues by phone.
• Ability to drive truck with manual transmission.

ADDITIONAL EXPERIENCES:

• Legally eligible to work in the United States.
• High school diploma or equivalent.
• Must have previous management experience.
• Must have waste industry experience.
• Must have at least a valid Class B CDL.
• Must have a valid DOT Medical Card or be able to obtain prior to hire.
• Must not have any DUIs or OVI's within the last 5 years or 2 in the last 10 years.
• 2 years of truck driving experience is a plus.
• Must not have any license suspensions within the last 2 years.
• No more than 3 moving violations within the last 2 years.
• Must successfully complete pre-employment testing.
• Must be able to read and speak the English language.
• Must be at least 21 years of age.
• Must be able to produce satisfactory pre-employment drug test and background check results.

PHYSICAL WORK ENVIRONMENT:

• Exposure to extreme weather conditions.
• Exposure to residential and commercial waste.
• Possible exposure to high traffic conditions while outside of the vehicle.

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)