Vending Supervisor – Coca-Cola Bottling of Alaska

 

Salary Range: $67,342 - $74,789 (DOE)

Job Description

This position is responsible for providing a profitable bottom line by selling in and scheduling service for new and established accounts. This position also supervises the Vending Drivers for this location.

Essential Duties & Responsibilities include but are not limited to:
• Responsible for product ordering.
• Responsible for the personnel hiring for the division with Branch Manager.
• Ensures that all routes service their machines as scheduled and that all monies collected are applied to the correct machine and customer.
• Calls on accounts for retention of all accounts and sells in new accounts as time allows.
• Conducts ride-a-long training with both new and seasoned employees.
• Conducts follow up appointments with customers and potential customers regarding their concerns or wishes.
• Makes sure that the duties that have been assigned to the drivers have been completed in the given time frame.
• Cover routes as needed.

Requirements Job Requirements
• High school diploma or General Education Degree (GED)preferred; two to four years related experience or training; or equivalent combination of education and experience of which plumbing must be a portion.
• Knowledge of and prior vending experience a plus.
• Excellent communications skills, both written and verbal.

Must have valid Drivers License
• Must be 21
• Must have proof of insurance
• Must have a good driving record
• Must have your own reliable means of transportation for getting to and from accounts
• Should be physically capable to lift cases and display units which are sometimes in excess of 70 pounds on a repetitive basis
• Professional attitude and appearance
• Excellent customer service skills
• Prior retail stocking experience preferred

Licenses & Certifications

Required
• Non-DOT
• Auto Insurance

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

 

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