Otter Tail Corporation Operations Manager in Rugby, North Dakota
Otter Tail Power Company has an immediate opening for an Operations Manager located in Rugby, ND.
A four-year degree or a minimum of five to seven years of experience in field/customer service and electric utility operations is preferred. Must have the ability to handle multiple complex tasks and a proven ability to make quality decisions; knowledge of work order estimating system; experience in budgeting, cost control, planning, and supervision; knowledge of Collective Bargaining Agreement. Utility construction and maintenance experience is helpful.
Direct and manage the area line crews and service representatives, and provide performance feedback and development opportunities. Manage Key Performance Indicators and safety goals. Meet expense and capital budgets. Provide support and labor for the achievement of marketing goals and objectives. Coordinate and manage shared customer relations and accountabilities with Customer Service Manager. Assist in the development and implementation of workforce plans within Customer Service. Provide direction to line crews and service representatives for responding to emergencies and customer outages. Establish and maintain positive working relations with employees from other departments at Otter Tail Power and representatives from local Co-ops and municipalities. Lead information and safety training meetings to inform employees of company business matters, policies and procedures, government regulation, and similar matters that pertain to the business and area.
Otter Tail Power Company offers a competitive wage and benefit package. In addition to the online application, please upload a current resume. Applications accepted through April 20, 2018.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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.QualificationsRequiredPreferredLicenses & CertificationsRequiredPreferred