Job Description:

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

SERVICE SUPERVISOR:Are you looking for a challenge? Do you enjoy leading a team and driving results? Do you enjoy providing a great experience for customers? If you answered yes to these questions, we want to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking a member to lead their Service team in Fremont, CA.

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 the Service Supervisor, you will be responsible for the supervision and management of all shop processes, financials, mechanic development, dispatching of field service vehicles, and customer satisfaction. Every day you will ensure that the service staff manages the work order process in a manner that produces consistency, efficiency, and maximizes customer communication. Additionally, you will oversee the following duties:

• Estimating customer repairs.


• Quoting Sales Department custom jobs for sold new equipment.


• Supporting the Rental department by promptly repairing and/or checking in machines.


• Following company policy regarding credit and cash transactions.


• Mentoring apprentice technicians as well as supporting established journeymen.


• Maintaining the highest standards in safety practices and policies.


• Assisting management in achieving departmental goals & metrics.

To thrive in this role, you must be a great leader, results-driven, and have a desire to create a great experience for our customers.

WHAT YOU NEED:

• Prior experience as a mechanic with knowledge of construction and forestry equipment, preferably John Deere.


• Prior operational experience with an understanding of budgeting, staffing, and personnel procedures.


• An established track record of service supervision is preferred.


• Excellent verbal and written communication skills.


• Computer skills, including Microsoft Word & Excel.


• Leadership skills and mindset.


• Ability to maintain good customer and employee relations.

Compensation: $100,000-150,000/yr (Depending on Experience)

Why work for Pape’:

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


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  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), 40 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)

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