Branch Supervisor

PAPE’ MACHINERY, INC. – AGRICULTURE & TURF DIVISION –
POULSBO, WA

BRANCH SUPERVISOR:

Are you looking for a challenge? Do you enjoy leading a team and driving results? Do you strive to be the best and win? 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 highly motivated and experienced Branch Supervisor to lead their team in Poulsbo, WA.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, 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 Branch Supervisor, you will be in a multi-faceted leadership position that plays a critical role in ensuring smooth operations at the branch, building relationships with customers and vendors, driving business growth and success and creating a unified team. Every day, you will supervise the operational activities and members at the branch, ensure safety procedures and company policies are being followed, build and implement strategic objectives to improve productivity and profitability, and perform various administrative and reporting functions.  You’ll also manage new sales requests, freight recovery transportation logistics, and more! To thrive in this role, you must be a great leader, results-driven, and have and the ability and desire to create a culture of strong customer service.

WHAT YOU NEED:

• A Bachelor's degree in business, management, or a related field, or equivalent work experience.
• Proven track record of success in a supervisory or management role.
• Strong leadership, communication, and interpersonal skills.
• Ability to manage P&L statements and forecast goals and objectives for parts, service and sales. 
• Ability to work effectively in a fast-paced, dynamic environment.
• Attention to detail and problem-solving skills.
• Familiarity with common business software tools such as Microsoft Office and project management software.
• Excellent customer service skills
• Willingness to work flexible hours, including nights and weekends as required.

Compensation: $67,724- $85,000/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.
• 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.
• Advancement – Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.  
• 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.
• Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• 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 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)