Regional Vice President - Western US

SavATree•,

18h•$250,000 - $315,000•Remote

About The Position

The Regional Vice President (RVP) is responsible for direct leadership and P&L responsibility for a given region, inclusive of all S-Q-D-C-G key performance indicators. The RVP provides leadership through coaching, mentoring, developing, and holding accountable District and/or Branch Managers to ensure business objectives are met in the key performance areas of Employee Experience, Customer Experience, and Sustainability (Safety + Environmental + Economic). This role supports the stated EBITDA goal – organic and acquisitive. The RVP will partner and oversee the successful integration of new mergers. This role covers the West Region, which includes major markets across the Midwest, Rocky Mountain region, Northern and Southern California, Southwest U.S., and Pacific Northwest, with approximately 50 branches across 20 states.

Requirements

BA/BS required or equivalent work experience; advanced degree or MBA highly desirable
10 – 15+ years relevant work experience managing a team with P&L ownership, preferably in high transaction B-to-C and/or B-to-B customer centric business
Proven ability at coaching, developing and inspiring performance across the spectrum, from front line through management with a distributive workforce
Proven ability to lead, manage and drive results
Superior interpersonal, writing, communication and presentation skills
Able to thrive in an intense, excellence driven, acquisitive growth environment.
A Valid U.S. Driver’s license
Must be authorized to lawfully work in the U.S.

Nice To Haves

advanced degree or MBA highly desirable

Responsibilities

Direct leadership and P&L responsibility for a given region, inclusive of all S-Q-D-C-G key performance indicators.
Provide leadership through coaching, mentoring, developing and holding accountable District and/or Branch Managers to ensure business objectives are met in the key performance areas of Employee Experience, Customer Experience and Sustainability (Safety + Environmental + Economic).
Support the stated EBITDA goal – organic and acquisitive.
Partner and oversee successful integration of new mergers.
Have detailed knowledge and understanding of each assigned branch’s dashboard of key metrics: sales revenue, service line mix, Rate Per Hour (RPH) by service line, client count, pitched and sold work, and gross profit. Where metrics are not being met, work with branch management to identify root cause(s) and implement countermeasures accordingly.
Strong command of cost control and factors impacting bottom line EBITDA, with ability to focus deep into the P&L to manage cost, including all aspects of labor utilization and efficiency.
Develop and strengthen branch management’s understanding of and ability to manage their P&L; oversee and provide guidance in annual budget preparation.
Maintain strong partnership with finance to closely track financially struggling branches/markets developing detailed countermeasures and recovery plans for each market.
Participate in and at times lead the Monthly Operating Reviews (MORs), coaching both Branch and District Managers through preparation for and details within each review, ensuring meaningful countermeasures and month to month progressive improvement.
Support, coach and strengthen District Managers and/or Branch Managers in their capability to manage and motivate Sales Arborists. Be highly proficient in the company’s chosen sales methodology – Sandler System.
Utilize dashboard to identify under-performing Sales Arborists and partner with District and Branch Managers and Regional Sales to train, coach and improve sales effectiveness.
Participate in relevant industry and customer events and represent the company aligned with Marketing as a brand ambassador.
Have strong working knowledge of marketing campaigns, sales initiatives and contests, monitor results. If results are not materializing, work with branch management to identify root cause(s) and implement countermeasures.
Partner with M&P Team on prospects, closing and integration. Ensure the assimilation of acquired entities are timely and efficacious.
Partner with the M&P team to develop thoughtful transition and integration plans for new partnerships, working to ensure business continuity.
Know each branch’s state of Employee Engagement as defined and measured via GALLUP’s Q 12 – coach and support management to continuously increase the percentage of fully engaged team members.
Be proactive and detailed on the Organizational Leadership Review (9-Blocker) ensuring that those requiring performance improvement receive it and building responsible succession planning for each role.
Ensure each branch is fully staffed, have met the +1, +2 or +3 staffing goal (during peak season) and has identified and are developing minimally one High Potential (HP).
Ensure each branch is promoting and practicing an employee led safety culture, adhering to all Standard Work and protocols to meet the “Path to Zero” safety goal.
Ensure each branch is operating at optimum levels to minimize environmental impact, either through daily activities and/or improvements in technology.
Monitor each branch’s Net Promotor Score. Celebrate success and reinforce positive behaviors. Where metrics are not being met, work with branch management to identity root cause(s) and implement countermeasures accordingly.
Understand and be committed to managing in accordance with Lean Operating and Continuous Improvement principles.
Partner with functional leaders to gain understanding, achieve alignment and drive results.