Maintenance Manager Job Description
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Maintenance Manager Job Description
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We are currently looking for a maintenance manager to manage maintenance staff. The ideal candidate will understand mechanical and technical systems and have excellent leadership skills. You will direct all daily maintenance activities including management of tasks, optimising mechanical performance, and directing the staff to carry out any necessary repairs.
Maintenance Manager Duties and Responsibilities
- Oversee and direct all maintenance procedures
- Ensure all machinery is working properly
- Assess current maintenance work processes to optimise efficiency
- Use data analysis to prepare for and prevent future problems
- Troubleshoot problems and create a clear plan of action for fixing necessary parts
- Create and implement measures to minimise breakdowns and repairs (performing quality cheques of all machinery, tools, equipment etc)
- Oversee repairs
- Perform evaluations of employees to ensure work quality
- Train new employees in maintenance processes and procedures
- Create a safety-conscious work environment
- Record and track daily progress/error reports
- Enforce all health and safety rules
- Maintain vender relationships
- Create and adhere to maintenance budgets
- Enforce all health and safety rules and regulations according to state/federal laws and company protocol
Maintenance Manager Skills and Requirements
- Ability to consistently maintain positive client relationships
- Bachelor’s degree in business administration or related field preferred
- 5+ years experience in a maintenance role
- Extensive knowledge in a variety of mechanical systems
- Previous managerial experience highly preferred
- Experience in vender management
- Strong computer skills and an understanding of data analysis software
- Can effectively and efficiently handle both administrative and mechanical responsibilities
Personalising Your Maintenance Manager Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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