Technical Director plans and directs all aspects of technical activities within specific production. Ensures all projects, initiatives, and processes are in conformance with organization's established policies and objectives. Being a Technical Director requires a bachelor's degree in related field and at least 8 years of experience. Typically reports to top management. (Copyright 2024 Salary.com)
General Summary:
The Director of Technical Operations is responsible for managing a scalable field operations install and repair business unit. Primary objectives for this role are to drive customer satisfaction, maximize operational efficiency through process implementation, accountability to key metrics, and a focus on continuous improvement. This role will also be responsible for supporting Company initiatives regarding revenue attainment through order fulfillment.
Essential Job Functions:
Knowledge, Skills, and Abilities:
Education and Experience:
Bachelor’s Degree in business administration, operations management, or relevant technical field or an equivalent amount of education and experience. Five to seven years of experience in providing leadership to other leaders is preferred.
Ritter Communications is an equal opportunity and affirmative action employer; all qualified applicants will receive consideration for employment without regards to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
We strive to maintain a drug-free workplace.
We offer competitive compensation and an outstanding benefits package including health, dental, vision, cancer, accident and life insurance, short-term and long-term disability, 401(k) with company match, flexible spending accounts, free gym membership, company discounts, tuition reimbursement, paid training, paid leave, and much more!
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)