Business Unit Team Leader

Note: Must be willing to work Monday to Saturday due to the nature of business operations. POSITION OVERVIEW A company’s enabler who oversees and directs the overall operation of satellite office/territory under a specific branch or designated areas, the Business Unit Team Leader stands as a direct operation representative of the company in the area, who manages all staff through effective leadership, communication, coaching, motivation and who fosters a positive working environment. The Business Unit Team Leader is 100% committed for expansion and success through strategic and qualitative approach in the business which also adheres to the basic principles of the company. KEY RESPONSIBILITIES (The listed duties and responsibilities include but are not limited to the following key areas and performance indicators) 1. Leadership, Management, and Accountability (LMA) Gives clear directions to the employees based on the company’s Vision-Traction Organizer. Provides the necessary tools needed such as resources, training, technology, people, and time. Ensures that the team is composed of Right People, Right Seats for effective delegation of tasks and elevation of leadership role that focuses on high value-activities. Gives autonomy to the team by trusting and empowering them to do their assigned tasks competently. Acts with the greater good in mind (i.e. company vision, company needs) by being aware of one’s actions or decisions. Takes Clarity Breaks to focus on strategic thinking, problem solving, and reflection on business goals, traction, quarterly rocks, issues, and to-do list. Sets clear expectations to the team by defining or discussing roles, core values, rocks, and measurables. Communicates well to convey information clearly and prevent assumptions. Conducts regular and right Meeting pulses that support effective communication, collaboration, and accountability. Schedules quarterly conversations with employees to talk about core values alignment, rocks traction, and roles in the accountability chart. Rewards and recognizes the team by giving real-time feedback, celebrating small wins, and holding people accountable for their work. 2. People Management – Creating an engaged, committed team and holding team accountable for their performance Recruitment/Talent Selection Participate in the branch's recruitment efforts, including identifying staffing needs, conducting interviews, and making hiring decisions. Develop a talent acquisition strategy to attract top talent in alignment with the branch's objectives and growth plans. Collaborate with HR to implement effective onboarding processes for new hires, ensuring a smooth integration into the team. Development Create and oversee a comprehensive employee development program, identifying training needs and opportunities for skill enhancement. Provide coaching, guidance, and mentorship to employees to help them reach their full potential. Collaborate with HR and department heads to facilitate career development and growth opportunities for employees. Employee Engagement Foster a culture of employee engagement and motivation by implementing initiatives that promote enthusiasm, trust, and active participation. Organize team-building activities, events, and recognition programs to boost morale and camaraderie. Address employee concerns and feedback, ensuring a positive work environment. Performance Management Set clear performance expectations and KPIs for employees, aligning them with the branch's strategic goals. Regularly evaluate employee performance, provide constructive feedback, and facilitate performance improvement plans when necessary. Implement performance recognition and rewards programs to acknowledge exceptional contributions. Employee Movement, Transition, and Promotion Identify high-potential employees and provide pathways for career advancement. Recommend promotions and additional responsibilities for employees who demonstrate exceptional performance. Ensure a smooth transition for employees moving into new roles or taking on increased responsibilities. Policy Compliance and Discipline Management Enforce company policies and procedures, ensuring strict compliance among all branch employees. Address disciplinary issues promptly and fairly, adhering to established protocols and legal requirements. Collaborate with HR and upper management to handle complex disciplinary cases with professionalism and sensitivity. 3. Business Management Cost and Fiscal Control Manages and properly monitors budget for operation expenditures of the whole region and ensures costs-saving measures are considered in the operations. Monitors the company’s operating budget (business unit cost, shipment and logistic/trucking costs, utilities, repair and maintenance) for the region to determine how much the company has spent, what the company can purchase in the future. Oversees the operational budget of the entire region, with a focus on achieving and maintaining profitability. Spearheads initiatives to identify and implement cost-saving measures across all aspects of operations. Implements robust cash management practices, including the collection of cash receipts and the administration of revolving funds. Facilities Administration Ensures safety and upkeep of offices and warehouse facilities (regularly conducts fire/calamity preparedness drill and cleaning audit). Assesses and recommends repairs or replacement of company fleets. Enterprise Expertise and Guidance Represent the Company on committee meetings and functions; act as the spokesperson and discuss the various objectives and plans the organization has in store to make its business more successful. Exhibits maturity in handling internal and external complaints which may include issues and concerns such as risk management, delivery delays, product quality issues, client dissatisfaction, and employee problems. 4. Sales Planning and Implementation Coordinates forecasting, planning, and budgeting processes used within the respective sales group. Establishes sales objectives based from the forecast. Develops sales quotas for account territories, projecting expected sales volume and profit for existing and new products. Builds comprehensive sales plan for new SKUs and product categories. Assists in the development of the marketing plan, specifically advising on realistic forecasts for each product and territory. Communicates the equitable assignment of sales quotas to Sales Team and ensures quotas are optimally allocated to all sales channels and accounts. Directs and implements national sales programs and promotional initiatives. Conducts trade checks and field work with salespeople, providing solutions to problems concerning the accounts handled by the team. 5. Sales Performance and Reporting Monitors and reviews sales projection per area and weekly sales highlights every Monday. Coordinates with the Branch Manager, Sales Supervisor, and Department Heads regarding any necessary concerns, updates and directions. Checks the sales team’s feedback for trade concerns, market demand and updates. Reviews the predefined Sales Forecast in comparison with actual Sales (Sales vs. Forecast). Evaluates business performance versus target through cost to sales (CTS) analysis. Plans and creates strategies to meet SCPA programs and objectives. Regularly evaluates the Sales, CTS, AR Rating, AR Index, Projects, Store Activities. Conducts Quarterly Business Review per Agent and per Account and submits monthly reports. Conducts Sales Group meetings and prompt monthly review of identified risks, issues arising and new risks in the market. Identifies marketing opportunities by identifying consumer requirements, defining market, competitor's share, and competitor's strengths and weaknesses; establishing targeted market share. Monitors the accuracy of store check and weekly sales reports and reviews business proposals of salespeople. Directs the sales representative in the area development and saturation by protecting the sales territories, targets, plans, and goals. 6. Customer Relationship Management Represents the Company on committee meetings and functions; acts as the spokesperson and discusses the various objectives and plans the organization has in store to make its business more successful. Meets with potential clients and accounts, assisting the sales representatives in maintaining good relationships by negotiating and closing deals. Exhibits maturity in handling internal and external complaints which may include issues and concerns such as risk management, delivery delays, product quality issues, client dissatisfaction, and employee problems. 7. Administrative Role Credit & Collection & Finance Functions Coordinates with credit and collection officers to ensure policies and procedures meet company standards. Counterchecks all transactions related to accounts receivable, accounts payable, and the department's cash flow. Conducts regular A/R reviews to ensure good collection efficiency per salesperson. Performs weekly random cash collection and revolving fund audits. Monitors daily accounts receivables (A/Rs) and remittances, ensuring alignment between collections and deposits. Billing, Logistics, and Warehouse Functions Ensures that best practices, policies, and processes of the Customer Service Level Group are implemented across offices. Oversees warehouse operations and inventory movement per area. Identifies and resolves concerns related to inventory discrepancies or system records. Tracks slow-moving and obsolete stock. Monitors vehicle conditions, including repairs, maintenance, gas consumption, and related expenses, ensuring up-to-date fleet status. Maintenance Tracks and oversees expenses and budgets related to maintenance and repairs. Reviews and monitors gas consumption, maintenance costs, repairs, and part replacements for forklifts and generator sets. Creates project proposals, ensuring alignment with organizational goals, and recommends cost-effective, efficient solutions for sustainable initiatives. Human Resources Partners with the HR Officer to ensure company-initiated programs and directions are well executed and implemented. Works with HR to resolve any issues or concerns involving employees, stakeholders, and other related manpower aspects. 3rd Party Agency or Service Providers Monitoring Reviews billings, manpower concerns, movements, and updates of 3rd Party Agencies handling indirect employees, manpower pools, and service providers in the area. Ensures that 3rd party agency services and personnel meet the company’s expected standards. Compliance and Legal Requirements Ensures compliance with all legal and government requirements and standard procedures to maintain ongoing operations. Establishes and maintains a good working relationship with the Local Government Unit to foster strong partnerships. #J-18808-Ljbffr