Miles that Matter Program Manager
Main Duties & Responsibilities:
Primary Job Role
Administer and oversee the Miles That Matter Program, ensuring alignment with company objectives related to safety, driver performance, operational efficiency, and employee engagement.
Monitor and analyze Motive performance metrics, including driver scorecards, safety events, speeding incidents, idling, fuel efficiency, and other key performance indicators to identify trends and improvement opportunities.
Manage the Motive Rewards program, including eligibility tracking, incentive administration, employee recognition, and communication efforts that encourage safe driving behaviors and performance excellence.
Lead Motive Accountability initiatives by partnering with leadership and operations teams to address performance concerns, facilitate coaching conversations, monitor corrective actions, and promote continuous improvement.
Oversee vehicle maintenance compliance and Out-of-Service (OOS) events, monitoring preventive maintenance schedules, inspections, repairs, and service records to maximize vehicle reliability and minimize downtime.
Monitor inventory levels and product selection performance, ensuring drivers maintain appropriate inventory quantities, support accurate product selection processes, and contribute to efficient customer service operations.
Measure and improve device uptime and technology utilization, ensuring Motive devices and supporting fleet technologies remain operational, troubleshooting issues, coordinating vendor support, and driving user adoption across the fleet.
Perform other duties as assigned.
Essential Job Competencies
Safety: fully supports, encourages and follows safe work behavior, and considers safety of paramount importance in the workplace.
Job Specific Skills: Demonstrates the required depth and mastery of knowledge and skill associated with the job as identified in the Learning Management System (LMS) and other applicable sources. Demonstrates the effective application of the job specific knowledge, skills and ability required to resolve job related challenges in the workplace. Refer to job specific training requirements for the job identified in the LMS.
Fostering Teamwork: Listens and responds constructively to other team members' ideas. Offers support for others' ideas and proposals. Is open with other team members about his/her concerns. Works for solutions that all team members can support.
Communication: Uses active listening skills, conveying information with the appropriate medium that is clear and easily understood. Uses feedback to verify effective and accurate communication has occurred. Ensures that others having a need to know are kept informed about developments, progress, problems and plans through consistent, effective communication. Avoids surprises.
Interpersonal Skill: Anticipates, notices, and understands concerns of others, involving them in a process or decision to ensure their support. Develops and maintains positive relationships. Considerate and discreet in handling challenging, awkward or tense interpersonal situations, focusing on issues and interests instead of people or positions. Knows when to escalate critical issues when unsuccessful in gaining support.
Planning and Organizing: Creates realistic schedules and follows them. Evaluates progress against schedule and goal. Identifies the sequence of tasks and the resources needed to achieve a goal and prioritizes key action steps. Anticipates the impacts / risks of actions. Seeks and uses others' input about critical actions, timelines, sequencing, scope, methodology, expected outcomes, and priorities. Adjusts plans based on input.
Takes Initiative: Takes appropriate action to resolve issues without requiring direction. Seeks out others involved in a situation to learn their perspectives. Makes difficult decisions in a timely manner. Is willing to make decisions in difficult or ambiguous situations, when time is critical. Assertive in a group when it is necessary to facilitate change, overcome an impasse, face issues, or ensure that decisions are made.
Facilitating / Presenting: Enables cooperative and productive group interactions. Clarifies the agenda by identifying the key issues, objectives, and stakeholder expectations. Guides the discussion of complex or divisive issues to help members develop insights and remain engaged with the task. Tailors presentation style to the audience with interaction and feedback to hold their attention.
Customer Oriented: Demonstrates concern for satisfying external and/or internal customers. Responsive, quickly and effectively addresses customer concerns or problems. Assures customers he/she is willing to work with them to meet their needs. Presents a cheerful, positive manner with customers.
Personal Development: Takes responsibility for personal learning and development by acquiring and refining technical and professional skills needed in job related areas. Obtains developmental opportunities proactively. Actively seeks and embraces growth opportunities.
Company Overview:
In 1962, Ring Power Corporation became a full-line Caterpillar dealer in North Florida, and later expanded its authorized territory to include Central Florida.
Today, Ring Power Corporate headquarters in St. Augustine oversees the operations of 18 branch locations throughout the state of Florida, including large regional facilities in Tampa and Orlando and crane and forklift sales and service facilities in Pompano. Ring Power also has eight facilities outside of Florida - The Carolinas, Georgia, Texas & Tennessee- to serve the needs of other specialized industries and customers.
Ring Power Corporation has become one of the largest Caterpillar dealers in the Southeastern United States through dedication to the mission of customer service. In order to preserve the "Customers First" reputation that Ring Power was built on, we continually train our employees and work closely with our customers to assure complete satisfaction, especially after the sale.
Currently, more than 2,300 employees at 20+ locations throughout Florida and the United States work hard to provide the highest quality construction equipment, backed by responsive, professional service and support at every level.
Qualifications:
Education and Experience
Formal Education High School Diploma or equivalent experience
Experience 3-5 Years
Required / Credentials
Able to easily and effectively comprehend written material and communicate orally and in writing with employees and customers.
Minimum of 3-5 years of experience in fleet management, safety, or compliance roles.
Familiarity with DOT, OSHA, and FMCSA regulations.
Not Required but Highly Desired Criteria
Relevant certifications such as Certified Safety Professional (CSP) or Certified Transportation Professional (CTP) are preferred.
Bachelor’s degree in occupational health and safety, Transportation Management, or a related field.
Updating of Knowledge
Job requirements change requiring re-training to stay current every 1-2 years.
Responsibility for Change, Innovation, Overall Improvement, and/or Effectiveness
Problem Solving Job requires complex problem-solving ability with little guidance. Independent research and analysis are sometimes required to develop solutions.
Creativity Job requires creativity as part of carrying out daily activities. New approaches are encouraged.
Autonomy Job is not normally monitored, but overall objectives are clearly defined. Use of discretion in how the work is done, setting priorities and decision making is encouraged. More emphasis is placed on achieving the desired outcome, not on controlling the
process.
Working Environment
Stress Load Regular exposure to these stresses (20-80% of the time).
Workload Fluctuation Job involves occasional changes in priorities, complexity and/or quantity of work.
Work Schedule Work is typically performed during regular business hours with occasional requirements to work nights, holidays and weekends.
Organizational Impact
A person's performance in this job has significant immediate impact on expense, efficiencies or achievement of overall department and company objectives.
Supervisory Responsibility
Job involves leadership within a department / area, responsible for one or more subordinate Supervisors or Managers
Physical Demands
"NA": Not Applicable
"O": Occasionally - (up to 3 hours/day)
"F": Frequently - (3-6 hours/day)
"C": Constantly - (6-8 hours/day)
N/A: Climbing O: Balancing O: Stooping
O: Kneeling N/A: Crouching N/A: Crawling
O: Reaching F: Standing C: Sitting
F: Walking F: Feeling F: Fingering
O: Grasping F: Repetitive Motion C: Talking
C: Hearing
O: Pushing - Up to 25 lbs. O: Pulling - Up to 25 lbs. O: Lifting - Up to 25 lbs.
N/A: Pushing - 26-50 lbs. N/A: Pulling - 26-50 lbs. O: Lifting - 26-50 lbs.
N/A: Pushing - Over 50 lbs. N/A: Pulling - Over 50 lbs. N/A: Lifting - Over 50 lbs.
Environmental Conditions
"NA": Not Applicable
"O": Occasionally - (up to 3 hours/day)
"F": Frequently - (3-6 hours/day)
"C": Constantly - (6-8 hours/day)
C: Inside conditions: Protection from weather but not necessarily from temperature change.
O: Outside environmental conditions: No effective protection from weather.
N/A: Extreme cold: Temperatures below 32 degrees for periods of more than one hour.
O: Extreme heat: Temperatures above 100 degrees for periods of more than one hour.
N/A: Noise: sufficient noise to cause the worker to shout to be heard above the ambient noise level
O: Vibration: Exposure to oscillating movements of the extremities of whole body.
O: Hazards: Includes a variety of physical conditions (i.e. proximity to moving mechanical parts, electrical current, working in high places, exposure to heat and/or chemicals.
O: Atmospheric conditions: One or more of the following conditions that affect the respiratory system or the skin: Fumes, odors, dust, mist, gases or poor ventilation.
N/A: Oils: There is air and/or skin exposure to oils and other cutting fluids. N/A: Air particulates / contaminants: the worker is required to wear respirator.
RING POWER CORPORATION, INC. IS AN EQUAL OPPORTUNITY EMPLOYER
