Sup - Ded Transportation

The Sup – Ded. Transportation assists in the management of transportation support staff which may include customer service, load planners, administrative assistants and Local, OTR (Over the Road), Mobile Lab & Team drivers.

All supervisors oversee daily operations including driver management, route assignment, shipment requests from customers, equipment maintenance, PM (Preventive Maintenance), repair program, invoice reconciliation, and scheduling.

Some supervisors may have P&L budget oversight, assist with carrier/vendor management, shuttle coordination, PIX administration (Pickup Information Exchange, web entry and transportation management software application), customer PODs (Proofs of Delivery)

Promote a safe culture at the site by implementing and following corporate best practices related to safety and security.

Oversee safety compliance and accident investigation/reporting by utilizing Origami, or similar fleet safety programs.

Timely and accurate record keeping in accordance with all state and federal regulations as well as company policies including DOT reporting, licensing documentation and DOT audit documentation.

Provide timely communication to all functional areas within network operations to ensure success with customer requests and meeting planned dispatch times for upcoming loads.

Provide coaching and mentoring to all associates under his or her direct supervision to meet performance goals and provide necessary coaching to assist them in meeting goals.

Administer SmartDrive (video-based safety program technology) review, coaching, and OFI (Opportunity for Improvement) program for all associates under his or her direct supervision.

Gathering and reporting key performance metrics. Maximize efficiency of fleet operations and make recommendations for continuous improvement, measuring key performance indicators and creating, maintaining and presenting account specific reporting.

Maintain associate schedules to ensure total coverage within the department.

Ensure that all customer service requirements are communicated to the outbound team.

Ensure drivers are thoroughly trained on all aspects of the SOPs (Standard Operating Procedures) before going on the road.

Oversee annual performance review for all associates under his or her direct supervision. Make staffing and merit recommendations when necessary.

Business Acumen - Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization.

Communicate for Impact - Devoting the time and resources necessary to communicate the strategic vision, direction, priorities, and progress of the team for which you are responsible.

Leading People - Ability to develop and implement strategies to maximize employee performance and foster employee engagement in meeting the organization's strategy.

Managing Transitions / Change Management - Effectively plans, manages and communicates changes in processes with appropriate stakeholders.

Relationship Management - Building and maintaining relationships with internal partners to successfully complete projects and organizational objectives.

Strategic Agility - Gains perspective and balances the pressure between daily tasks and strategic actions that impact the long-term viability of the organization.

This position is not expected to travel

For California residents – please enter or copy/paste the address below into your address bar to review an important notice regarding Kenco’s privacy policy https://www.kencogroup.com/ccpa-notice-at-collection-for-employees-and-applicants/

The statements above are intended to describe the general nature and level of work being performed by employees assigned to this job. Other duties may be assigned as needed. The physical demands and work environment described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Kenco is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.

Per company policy, all internal job postings expire 14 days from the date they are posted.

Benefits offered:

Medical insurance including HSA, HRA and FSA accounts

Supplemental insurance including critical illness, hospital indemnity, accidental injury

Dental Insurance

Vision Insurance

Basic Life and Supplemental Life

Short Term and Long Term Disability

Paid Parental Leave

401(k)

Paid Time Off approximately 2 weeks (accrual begins on Day 1 of employment)

Employer Paid Holidays- 10 days

Kenco strives to provide a supportive, professional environment for all employees. As a part of Kenco, we expect our team to uphold our three key pillars: be honest, serve, and get better. Each should strive for operational excellence, pursue innovation, and want to grow with our company. Kenco Group is an Equal-Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, or any other characteristic protected by law.

Please click the image to download the EEOC ‘Know Your Rights; Discrimination is Illegal’ posting. https://www.eeoc.gov/poster For California residents please enter or copy/paste the address below into your address bar

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)