Heritage General Manager

Murray, UT

Description

Heritage Industries, based in Salt Lake City, Utah, specializes in designing, engineering, fabricating and building custom service vans, truck beds and truck bodies for the mining, energy and construction industries. We offer a broad range of services including building, servicing, troubleshooting, repairs and upfitting vans and service truck bodies in addition to executing site maintenance contracts. Heritage Industries is known for its innovative solutions such as the EnPak Quick Dock system and self contained lube skids which enhance efficiency and reduce operating costs. Heritage Industries is part of the Campbell Companies portfolio of companies.

Position Overview: As General Manager of Heritage Industries, you will spearhead the growth and expansion of our product and service offerings, driving strategic direction and operational excellence across all facets of the business. This role requires a visionary leader with a proven track record in scaling businesses, developing high-performing teams, and fostering a culture of innovation and customer-centric development. You will be responsible for setting the long-term strategic vision and ensuring alignment with the company’s objectives in People, Market Performance, Operational Excellence, Financial Stability, and Business Innovation. This position reports directly to the Co-CEO of Campbell Companies.

Experience Required

• Minimum of 15 years of executive leadership with experience overseeing all aspects of a business including strategic development, operational excellence and financial performance.

• Proven expertise in engineering development and a strong track record of managing projects from concept through to production. The GM should have extensive experience in developing and implementing innovative processes and solutions across all areas of a business including engineering, operations and go to market activities.

• Strong background in LEAN methodology, with hands-on experience in applying LEAN principles improve processes in all areas of the business.

• Demonstrated ability to lead continuous improvement initiatives and foster a culture of operational excellence.

• Excellent Communication and collaboration skills: Ability to effectively communicate with all levels of the organization and collaborate with cross-functional teams. Strong interpersonal skills with the ability to build and maintain relationships with key stakeholders.

• Educational Background: Bachelor's degree in Operations Management, Engineering, Business Administration, or a related field. Advanced degrees or certifications in LEAN methodology or related disciplines are preferred.

People

• Ability to work safely and maintain/continue to develop a company culture where zero accidents or injuries is the standard.

• Experienced in managing relationships at a senior level and managing a diverse (in terms of skill base, experience, responsibilities) team of people.

• Accountable for the overall people management and leadership of all Heritage personnel, including Human Resource Planning, organization structure alignment, role clarity, succession, and career planning, learning and development, hiring, performance management, coaching, diversity, and employee relations.

• Delegate responsibilities to the best employees to perform them while enforcing all policies, procedures, standards, specifications, guidelines, training programs, and cultural values.

• Resolve internal staff conflicts efficiently and to the mutual benefit of those involved

• Be positive in challenging situations while motivating, coaching, and developing the Heritage Industries team.

• Recruit, onboard, and train high-performing employees to achieve sales, profitability, market share, and business plan objectives

Market Performance

• Demonstrated skill set with direct experience in the full GTM Cycle (Product, Operations, Sales, and Marketing) in B2B industry

• Must possess a track record of increasing and sustaining sales growth and profitability even in challenging market conditions.

• Experience working with and building relationships with affiliated companies in the industry

• Understand and account for micro and macro economic conditions, customer buying cycles, industry cyclicality and all other conditions that impact B2B Sales.

• Experience in developing international GTM strategies including Product, Sales, Operations and Marketing in new and diverse markets.

Operational Excellence

• Responsible for creating the Heritage Industries Strategic Plan including budget, obtaining executive and direct-report alignment, deploying the plan, and realizing desired results by driving sales and controlling costs.

• Ability to translate the strategic goals into operational plans to achieve the required targeted growth in sales and profit.

• Monitor progress against and create mitigation strategies as necessary to combat competition, environment, market, or other risks.

• Strong skill and experience in Strategic Planning, Commercial Excellence, Operational Excellence, and Daily Management.

• Build and maintain relationships with suppliers and distribution partners domestically and internationally.

• Able to telescope, seeing the big picture and while still being detail-oriented at the same time.

• Uphold standards of excellence and industry leading quality

• Oversee day-to-day operations, assigning weekly performance goals and assuring their completion, while accomplishing your own goals

• Maintain project timelines to ensure tasks are accomplished on time

• Drive standards of excellence and quality to create and maintain reputation of Heritage Industries.

Financial Stability

• Must have the ability to understand, interpret and act upon financial results and data in order achieve desired financial outcomes.

• Must have strong track record of full ownership of P&L, Balance Sheet and Cash Flow of a business.

• Develop, implement, and maintain budgetary and resource allocation plans

• Establish and ensure accountability against revenue, margin, budget, KPI metrics, inventory management and assortment.

Innovation

• Review and improve organizational effectiveness by developing processes, overseeing employees, establishing a highly motivated work environment, and creating innovative approaches for improvement

• Continuously explore and pursue innovative approaches to improve Heritage’s operations in all aspects of the business.

• Ability to lead and execute Digital Transformation strategies that drive success across People, Market Performance, Operational Excellence, Financial Stability and Innovation.

Other Requirements:

• Must be able to work on site in Salt Lake City full time. This is not a remote position.

• Ability to travel across the US and internationally.

• Ability to work the hours required by the position. These may vary depending on market conditions, customer needs etc.

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).

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)