Scott Humphrey Corporation
Glazing Department Manager
Scott Humphrey Corporation, Appleton, Wisconsin, United States, 54914
Job Title:
Department Manager: Commercial FLSA Status:
Exempt Reports To:
President Locations:
Appleton / Green Bay About the Company The company is committed to delivering the right products, the right way to customers across Wisconsin and Upper Michigan. Founded in 1960 and proudly 100% employee-owned since 2023, they are dedicated to providing the highest quality products and workmanship. Their success is guided by core values: Customer Focus, Teamwork, Honesty & Ethics, Safety, Accountability, Continuous Improvement, and High Performance. Summary The Commercial Department Manager is responsible for leading and overseeing all aspects of departmental operations, performance, and growth. This role manages daily functions—including scheduling, fabrication, installation, and project execution—while ensuring customer satisfaction, operational excellence, and financial performance. As a key member of the company’s Leadership Team, the Commercial Department Manager actively contributes to strategic planning, policy development, and cross-departmental collaboration. The role is accountable for aligning departmental goals with company-wide strategy, driving continuous improvement, and fostering a high-performance, safety-focused, and employee-centered culture. Key Responsibilities Supervision & Leadership Lead and manage a team of project managers, fabricators, and installers, fostering accountability, engagement, and professional growth. Supervise, mentor, and motivate staff to achieve individual and team goals. Conduct performance evaluations, provide coaching, and implement development plans. Establish and monitor performance goals for supervisors and staff. Work Environment & Collaboration Foster a positive work environment built on trust, teamwork, and problem-solving. Encourage open communication and inclusive decision-making across teams. Support training and development opportunities for staff. Participate in monthly leadership meetings, contributing to policy review, operational alignment, and long-term strategy. Compliance & Strategic Alignment Ensure compliance with company policies, safety standards, and industry regulations. Cascade organizational strategy into departmental objectives, ensuring alignment and execution at every level. Set and evaluate short- and long-term departmental goals. Act as a driver of change, championing new initiatives that align with organizational priorities. Operational Efficiency & Financial Management Oversee scheduling, fabrication, and installation processes to ensure timely, efficient, and high-quality project delivery. Implement and refine policies, procedures, and best practices to improve efficiency, safety, and overall effectiveness. Monitor departmental performance against established goals, budgets, and key metrics; identify opportunities for improvement and implement corrective actions. Manage departmental budgets, forecasts, and resources effectively. Drive financial performance by monitoring actual results against budget and proactively managing resources. Analyze financial reports to identify areas for cost reduction and improved profitability. Market Awareness & Employee Engagement Stay informed about industry trends, competitor activities, and market conditions. Build strong relationships with customers and ensure service excellence. Partner with HR in recruitment, retention, and employee engagement efforts. Promote the company’s reputation for quality, reliability, and customer focus. Day-to-Day Operations Manage employee schedules, workload distribution, and resource allocation. Ensure smooth daily workflow and proactively address operational issues. Develop and implement operational policies to improve efficiency and service quality. Ensure adherence to safety protocols and company standards at all times. Core Values & Leadership Competencies The Department Manager is expected to model the company’s seven core values and apply the following leadership-level competencies to influence, guide, and inspire others: Customer Focus Strategic Empathy & Listening – Anticipates and understands customer needs at a broader level; uses insights to influence departmental priorities. Service Leadership – Creates a culture where exceeding customer expectations is the standard; removes barriers that limit service excellence. Customer Advocacy – Ensures issues are addressed quickly, effectively, and proactively; maintains and enhances the company’s reputation. Teamwork Cross-Functional Collaboration – Builds alignment across teams and departments; leverages collective expertise to achieve company goals. Constructive Conflict Leadership – Facilitates difficult conversations, guiding the team to resolution while strengthening trust. Inclusive Leadership – Champions diverse perspectives, ensures equitable participation, and develops an environment where all voices influence outcomes. Honesty & Ethics Integrity in Leadership – Models ethical decision-making and consistency between words and actions, setting the standard for others. Transparent Communication – Shares information openly, ensuring clarity of purpose, expectations, and decisions. Ethical Decision-Making – Balances organizational goals with fairness and equity; reinforces ethical practices in complex situations. Safety Safety Leadership – Embeds safety into strategy, planning, and culture; holds the team accountable to the highest safety standards. Risk Management – Anticipates safety risks and implements proactive measures to protect people and operations. Role Modeling Safe Practices – Demonstrates visible commitment to safety by consistently following and reinforcing safety protocols. Accountability Ownership at Scale – Takes responsibility for departmental outcomes; ensures alignment with company-wide objectives. Dependable Leadership – Demonstrates reliability by following through on commitments and ensuring the team delivers on theirs. Performance Leadership – Sets clear standards, provides coaching, and holds individuals accountable for results while addressing issues directly. Continuous Improvement Learning Leadership – Seeks feedback at the leadership level, demonstrates adaptability, and encourages a growth mindset within the team. Innovative Problem-Solving – Challenges current processes, inspires creative thinking, and champions implementation of improvements. Operational Excellence – Identifies systemic inefficiencies and drives sustainable process improvements that elevate overall performance. High Performance Results Leadership – Sets ambitious yet realistic goals; inspires the team to deliver consistently strong outcomes. Talent Development – Invests in developing future leaders through coaching, mentoring, and stretch opportunities. Leadership Resilience – Maintains composure, focus, and decision-making strength under pressure, guiding the team through challenges. Qualifications Proven experience in department or operations management, preferably in construction, fabrication, or a related industry. Strong leadership skills with the ability to inspire, coach, and hold teams accountable. Excellent organizational and project management abilities. Financial acumen, including budgeting, forecasting, and performance analysis. Strong communication and interpersonal skills, with the ability to collaborate across all levels of the organization. Customer-focused mindset with a commitment to quality, safety, and continuous improvement.
Department Manager: Commercial FLSA Status:
Exempt Reports To:
President Locations:
Appleton / Green Bay About the Company The company is committed to delivering the right products, the right way to customers across Wisconsin and Upper Michigan. Founded in 1960 and proudly 100% employee-owned since 2023, they are dedicated to providing the highest quality products and workmanship. Their success is guided by core values: Customer Focus, Teamwork, Honesty & Ethics, Safety, Accountability, Continuous Improvement, and High Performance. Summary The Commercial Department Manager is responsible for leading and overseeing all aspects of departmental operations, performance, and growth. This role manages daily functions—including scheduling, fabrication, installation, and project execution—while ensuring customer satisfaction, operational excellence, and financial performance. As a key member of the company’s Leadership Team, the Commercial Department Manager actively contributes to strategic planning, policy development, and cross-departmental collaboration. The role is accountable for aligning departmental goals with company-wide strategy, driving continuous improvement, and fostering a high-performance, safety-focused, and employee-centered culture. Key Responsibilities Supervision & Leadership Lead and manage a team of project managers, fabricators, and installers, fostering accountability, engagement, and professional growth. Supervise, mentor, and motivate staff to achieve individual and team goals. Conduct performance evaluations, provide coaching, and implement development plans. Establish and monitor performance goals for supervisors and staff. Work Environment & Collaboration Foster a positive work environment built on trust, teamwork, and problem-solving. Encourage open communication and inclusive decision-making across teams. Support training and development opportunities for staff. Participate in monthly leadership meetings, contributing to policy review, operational alignment, and long-term strategy. Compliance & Strategic Alignment Ensure compliance with company policies, safety standards, and industry regulations. Cascade organizational strategy into departmental objectives, ensuring alignment and execution at every level. Set and evaluate short- and long-term departmental goals. Act as a driver of change, championing new initiatives that align with organizational priorities. Operational Efficiency & Financial Management Oversee scheduling, fabrication, and installation processes to ensure timely, efficient, and high-quality project delivery. Implement and refine policies, procedures, and best practices to improve efficiency, safety, and overall effectiveness. Monitor departmental performance against established goals, budgets, and key metrics; identify opportunities for improvement and implement corrective actions. Manage departmental budgets, forecasts, and resources effectively. Drive financial performance by monitoring actual results against budget and proactively managing resources. Analyze financial reports to identify areas for cost reduction and improved profitability. Market Awareness & Employee Engagement Stay informed about industry trends, competitor activities, and market conditions. Build strong relationships with customers and ensure service excellence. Partner with HR in recruitment, retention, and employee engagement efforts. Promote the company’s reputation for quality, reliability, and customer focus. Day-to-Day Operations Manage employee schedules, workload distribution, and resource allocation. Ensure smooth daily workflow and proactively address operational issues. Develop and implement operational policies to improve efficiency and service quality. Ensure adherence to safety protocols and company standards at all times. Core Values & Leadership Competencies The Department Manager is expected to model the company’s seven core values and apply the following leadership-level competencies to influence, guide, and inspire others: Customer Focus Strategic Empathy & Listening – Anticipates and understands customer needs at a broader level; uses insights to influence departmental priorities. Service Leadership – Creates a culture where exceeding customer expectations is the standard; removes barriers that limit service excellence. Customer Advocacy – Ensures issues are addressed quickly, effectively, and proactively; maintains and enhances the company’s reputation. Teamwork Cross-Functional Collaboration – Builds alignment across teams and departments; leverages collective expertise to achieve company goals. Constructive Conflict Leadership – Facilitates difficult conversations, guiding the team to resolution while strengthening trust. Inclusive Leadership – Champions diverse perspectives, ensures equitable participation, and develops an environment where all voices influence outcomes. Honesty & Ethics Integrity in Leadership – Models ethical decision-making and consistency between words and actions, setting the standard for others. Transparent Communication – Shares information openly, ensuring clarity of purpose, expectations, and decisions. Ethical Decision-Making – Balances organizational goals with fairness and equity; reinforces ethical practices in complex situations. Safety Safety Leadership – Embeds safety into strategy, planning, and culture; holds the team accountable to the highest safety standards. Risk Management – Anticipates safety risks and implements proactive measures to protect people and operations. Role Modeling Safe Practices – Demonstrates visible commitment to safety by consistently following and reinforcing safety protocols. Accountability Ownership at Scale – Takes responsibility for departmental outcomes; ensures alignment with company-wide objectives. Dependable Leadership – Demonstrates reliability by following through on commitments and ensuring the team delivers on theirs. Performance Leadership – Sets clear standards, provides coaching, and holds individuals accountable for results while addressing issues directly. Continuous Improvement Learning Leadership – Seeks feedback at the leadership level, demonstrates adaptability, and encourages a growth mindset within the team. Innovative Problem-Solving – Challenges current processes, inspires creative thinking, and champions implementation of improvements. Operational Excellence – Identifies systemic inefficiencies and drives sustainable process improvements that elevate overall performance. High Performance Results Leadership – Sets ambitious yet realistic goals; inspires the team to deliver consistently strong outcomes. Talent Development – Invests in developing future leaders through coaching, mentoring, and stretch opportunities. Leadership Resilience – Maintains composure, focus, and decision-making strength under pressure, guiding the team through challenges. Qualifications Proven experience in department or operations management, preferably in construction, fabrication, or a related industry. Strong leadership skills with the ability to inspire, coach, and hold teams accountable. Excellent organizational and project management abilities. Financial acumen, including budgeting, forecasting, and performance analysis. Strong communication and interpersonal skills, with the ability to collaborate across all levels of the organization. Customer-focused mindset with a commitment to quality, safety, and continuous improvement.