General Manager

GENERAL MANAGER Full-Time | Exempt | Executive Leadership Reports To: CEO The Role You'll own outcomes, not activities: you're ultimately accountable for our financial performance, operational excellence, workforce development, and culture. You'll build high-performing teams, run disciplined business systems, and align people, process, and financial resources to deliver great results for customers, employees, and stakeholders. This is an executive leadership role, not a management role. You're the organization's most senior operational authority: setting the performance standard, developing the leadership team, driving execution of the strategic plan, and making the decisions that shape where the company goes. You'll succeed here by bringing an owner's mindset to a company you didn't build, and leading with the integrity and accountability that earns trust from employees, customers, and ownership alike. Our Core Values As General Manager, you set the tone for the entire organization. These values are only as real as how consistently you live them, especially when it's inconvenient: Trust is Our Foundation We build lasting relationships through integrity, accountability, transparency, and reliability: doing what we say, owning our mistakes, and treating every person the way we'd want to be treated. Always Learning, Always Teaching We chase continuous improvement in everything we do, invest in the growth of those around us, and generously share what we know. Teamwork is Our Edge We get exceptional results through collaboration, open communication, and genuine mutual support across every project and every department. Our Work is Our Proof We let the quality of our work, the professionalism of our conduct, and the results we deliver speak for themselves in every task, project, and client interaction. What You'll Do 1. Strategic Leadership You'll provide overall organizational leadership and strategic direction, building and executing business strategies that drive sustainable revenue growth, profitability, and market position. You'll lead organizational planning, setting quarterly and annual Rocks and priorities, and keeping company goals, operational capacity, workforce planning, and financial performance aligned, building the accountability structure that turns those goals into consistent execution. You'll build a leadership team capable of hitting company objectives, sustaining performance, and growing their own capabilities over time. You'll build and maintain a formal succession plan for the GM role and every critical leadership position, identifying and preparing internal candidates for advancement. 2. Financial Performance & Management You'll be accountable for hitting and sustaining these financial outcomes: Annual revenue growth of at least 20%, chasing growth opportunities while keeping the operational capacity to execute profitably. Net income performance of at least 20%, through disciplined pricing, estimating, change order management, and operational execution. Financial forecast accuracy of 90% or greater, leading a budgeting and forecasting process that gives ownership reliable visibility. Quick Ratio greater than 1.2, reflecting strong liquidity and working capital management year-round. Days Sales Outstanding (DSO) below 45 days through disciplined billing and collections. Workers' Compensation MOD rate below 0.90, backed by a safety culture that reduces claim frequency. You'll monitor these results continuously and act fast when they drift from plan. 3. Workforce Leadership & Talent Management Hiring & Talent Acquisition You'll fill key positions within 45 days through proactive recruiting pipelines that don't sacrifice candidate quality, and maintain a 90-Day New Hire Success Rate of at least 80% by weighing technical capability and cultural fit. Retention & Workforce Stability You'll keep regrettable turnover at 10% or less and total turnover at 20% or less annually through strong comp, development, and culture, catching retention risks early and acting on targeted strategies for high performers and critical positions. Leadership Development & Performance Management You'll build leaders who build leaders: holding every manager accountable for developing the people below them, including a safety-first mindset, so bench strength and succession readiness run deep. This is how we build a Workplace of Choice: not through perks, but through a culture where people are developed, kept safe, and given a real reason to stay and grow. You'll hit 100% completion of employee performance evaluations twice a year and maintain monthly one-on-one completion rates of at least 90%, keeping feedback and coaching consistent. You'll increase internal promotion rates year-over-year, creating advancement paths that motivate high performers. Compensation Management You'll review 100% of employees against established wage bands semi-annually, keeping comp fair, market-competitive, and internally equitable, and require every off-cycle wage adjustment to go through documented review and approval. 4. Operational Leadership You'll keep estimating, sales, operations, and staffing coordinated so we can win work and execute it profitably without overextending resources. You'll maintain a rolling 12-month workforce plan, updated quarterly, forecasting critical staffing needs at least 60 days ahead of projected hiring. You'll drive continuous improvement that raises project execution quality, cuts waste, and boosts productivity. You'll build systems that support predictable, scalable performance so our operational infrastructure grows with revenue instead of holding it back. 5. Culture & Organizational Development You'll champion and visibly model our core values of Trust, Learning, Teamwork, and Excellence in every leadership decision, communication, and behavior, building a professional, accountable, team-oriented workplace that attracts great people, keeps them, and connects them to our mission and performance. Key Performance Indicators (KPIs) Here's how we'll measure success together: Performance Area (Weight) SMART KPI Measured & Reviewed Financial Performance (35%) Achieve revenue growth of at least 20% annually and net income growth of at least 20% annually, both measured against the prior fiscal year. Maintain forecast accuracy of at least 90% (actual vs. forecast revenue). Hold the Quick Ratio above 1.2 and Days Sales Outstanding (DSO) under 45 days at each month-end close. Monthly financial statements and cash flow reports; reviewed monthly by the GM with Finance, reported quarterly to the CEO/Board Talent Acquisition & Retention (30%) Achieve a 90-day new-hire success rate (retained and meeting performance expectations) of at least 80%. Hold time-to-fill for key positions at 45 days or fewer. Maintain regrettable turnover at or below 10% annually and total turnover at or below 20% annually. HRIS hiring and turnover reports; reviewed monthly by the GM with HR, reported quarterly to the CEO/Board People Leadership Cadence (25%) Complete 100% of scheduled performance evaluations on time each cycle and maintain a Performance management system records and 1:1 completion tracker; reviewed monthly 1:1 completion rate of at least 90% across all direct reports. Complete 100% of semi-annual wage band reviews on schedule. Demonstrate an improving internal promotion rate year-over-year, with every manager maintaining a documented development plan that names and prepares at least one successor-ready direct report — the clearest evidence that leaders are building leaders. monthly by the GM with HR Safety & Risk (10%) Maintain the Workers' Compensation Experience Modification (MOD) Rate below 0.90 at each policy renewal, with zero preventable claims driving a rate increase year-over-year. Workers' comp carrier reports and claims log; reviewed at each policy renewal by the GM with HR/Safety What You Bring Proven leadership experience in electrical contracting, construction, field services, or a similarly operationally intensive industry, with direct P&L accountability. A track record managing multiple departments, teams, or business functions at once, with accountability for financial and workforce outcomes. Strong financial acumen: the ability to interpret financial reports, identify performance drivers, and make data-informed decisions. A track record of recruiting, developing, and retaining high-performing teams in a competitive labor market. Excellent communication, leadership, and organizational skills. Nice to Haves Master Electrician License or equivalent industry experience demonstrating deep technical knowledge. Experience implementing EOS (Entrepreneurial Operating System) or a comparable business operating framework. Experience leading organizations through significant growth or scaling initiatives. Advanced business, management, or leadership education or training. Not a complete list: the work shifts, and so will this role. Management may adjust duties as business needs require.