General Manager

We need to output HTML fragment with sections: About Us? The instructions: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to include sections only when posting has real specific content. We have content: About Us (description of company). Position Summary (overview). Key Responsibilities (list). Qualifications (list). Preferred Experience (list). Compensation (Pay). Benefits (list). What Success Looks Like (maybe could be part of responsibilities? but it's specific content; could be a section like "What Success Looks Like" but not in given list; we could treat as a section heading maybe "Success Metrics" but instructions only list examples; we can still use

for any section heading, but they gave examples. Probably we should stick to those headings if applicable. We have About Us (could be "About the role"? Actually About Us is about company; we could use "About the role" for position summary? But they said do NOT repeat job title as heading. We can have "About the role" for position summary. Or we could have "About Us" as a heading; not in list but allowed? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., so we can use other headings as needed. Safer to use those examples where applicable. Let's map: - About the role: Position Summary. - Responsibilities: Key Responsibilities (maybe split into sub-sections? but we can keep as one Responsibilities section with list). - Requirements: Qualifications (maybe also Preferred Experience could be under Requirements or separate Skills? but we can put Qualifications as Requirements, and Preferred Experience as Skills? Or we could have Requirements and Skills separate. The posting has Qualifications (required) and Preferred Experience (preferred). We can treat Qualifications as Requirements, Preferred Experience as Skills. - Benefits: Benefits section (they list health, dental, vision, 401k, PTO, professional development). - Pay: Compensation (Target Base Salary range, bonus). - Schedule: Not mentioned; we should not create Schedule section because no content. We also have "What Success Looks Like" and "Why You'll Love Working Here" (which overlaps with Benefits). We could incorporate success metrics into Responsibilities or a separate section like "Performance Expectations". But instruction: prefer few substantive sections over many thin ones. Could merge success metrics into Responsibilities or maybe a separate "Expectations". However we have Benefits already covered. The "Why You'll Love Working Here" is essentially benefits and culture; we already have Benefits. Could add a short paragraph about culture under Benefits or maybe a separate "Culture" but not needed. We must preserve all substantive information; not invent or summarize away detail. So we need to include all details from posting. If we merge sections, we must still include all details. Thus we can have sections:

About the role

Position Summary ...

Responsibilities

... list all responsibilities items (maybe break into sub-items? but we can just list each responsibility as
• containing the sentences). Need to preserve all details; we can break each bullet as separate
• . The posting has bullet points under each heading; we can combine them into a single list.

  Requirements

  ... qualifications required.

  Skills

  ... preferred experience.

  Benefits

  ... benefits listed.

  Pay

  Target Base Salary: $130,000–$165,000 annually, depending on experience, scope of responsibility, and demonstrated P&L/branch leadership experience. Additional compensation may include a performance-based bonus tied to branch revenue, profitability, and other key performance metrics, along with a comprehensive benefits package.

  We should not include Schedule. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. So we need to cut out the "How To Apply", "Equal Opportunity Employer", "Diversity", "Our Commitment to Diversity", "How To Apply" etc. Also remove "What Success Looks Like" maybe we can incorporate into Responsibilities or a separate section? It's substantive; we need to preserve it. Could add a section

  Success Expectations

  but not in examples; but we can still use

  . However instruction says prefer few substantive sections over many thin ones. We could incorporate success expectations into Responsibilities or maybe a separate section "Performance Expectations". But we already have Responsibilities covering duties; success expectations are outcomes. Could add a section

  Performance Expectations

  . That's okay as a heading. Similarly "Why You'll Love Working Here" includes benefits and culture; we already have Benefits; we could add a short paragraph about culture under Benefits or separate "Culture". But to preserve all info, we need to include the statements about investing in team's growth, career path, competitive pay, comprehensive benefits, future savings, generous time off, professional development, valuing all experiences, diversity of background. Many of those are already covered in Benefits (pay, benefits, 401k, PTO, professional development). The statements about valuing all experiences and diversity are EEO-like; might be considered boilerplate? It's about diversity and inclusion; could be considered EEO boilerplate. The instruction says remove EEO/equal-opportunity/scam-warning boilerplate. So we should remove those statements about valuing all experiences and diversity. The "Why You'll Love Working Here" also includes statements about investing in team's growth, career path, competitive pay, comprehensive benefits, future savings, generous time off, professional development. Those are substantive and not boilerplate. We can incorporate them into Benefits section as a prose description. Thus we will produce:

  About the role

  [Position Summary text]

  Responsibilities

  • Branch Leadership & Operations: Provide overall leadership and direction for the Williamsport branch; establish branch goals and operational priorities aligned with company objectives; lead and develop department managers, project managers, superintendents, foremen, technicians, designers, engineers, sales professionals, and other branch personnel; oversee coordination between construction, service, inspection, testing, maintenance, sales, design, and project management teams; establish accountability for safety, quality, productivity, customer satisfaction, and financial performance; identify operational challenges and implement processes to improve efficiency and profitability; build and maintain a strong branch culture focused on teamwork, accountability, professionalism, and customer service.
  • Construction & New Installation: Provide senior leadership over the branch's fire sprinkler and fire alarm construction/new installation business; oversee project execution from estimating and sales through design, permitting, installation, inspection, and closeout; ensure projects are properly staffed, scheduled, resourced, and executed; partner with project managers, designers/engineers, superintendents, foremen, and field personnel to ensure projects meet scope, schedule, quality, and profitability expectations; monitor project backlog, labor utilization, material requirements, job costs, change orders, and project margins; develop and maintain relationships with general contractors, subcontractors, owners, developers, and other key customers; help identify opportunities for additional work and branch growth.
  • Service & Inspection Oversight: Provide leadership and accountability for the service and inspection/testing/maintenance functions of the branch; partner closely with the Service Manager to ensure service and inspection operations are meeting financial, operational, safety, and customer-service objectives; ensure effective coordination between recurring service/inspection customers and the construction/new-installation business; monitor departmental performance, staffing needs, customer retention, and growth opportunities.
  • Financial & P&L Management: Have overall responsibility for the branch's P&L and financial performance; develop and manage branch budgets, forecasts, revenue targets, gross margins, and operating expenses; monitor labor, materials, subcontractors, overhead, and other costs to ensure profitability; review financial performance and take corrective action when necessary; manage backlog and pipeline to support consistent branch revenue and profitability; partner with senior leadership on annual planning, forecasting, capital expenditures, and strategic growth initiatives; identify opportunities to increase revenue, improve margins, reduce costs, and improve operational efficiency.
  • Sales & Business Development: Work closely with sales leadership to develop and maintain a strong project pipeline; build relationships with key customers, general contractors, developers, consultants, and industry partners; participate in major bids, negotiations, customer meetings, and strategic account development; identify opportunities for organic growth across construction, service, inspections, and maintenance; represent the company professionally within the local fire protection and construction community.
  • People Leadership: Recruit, develop, coach, and retain high-performing employees; establish clear expectations and accountability for managers and field leadership; assess staffing needs and develop workforce plans based on backlog and projected growth; support the development of foremen, superintendents, project managers, technicians, and other future leaders; promote a culture of safety and operational excellence; ensure compliance with company policies, OSHA requirements, applicable codes, and industry standards.

  Requirements

  • 5+ years of progressive management experience in the fire protection industry.
  • Demonstrated experience managing fire sprinkler, fire alarm, or integrated fire protection operations.
  • Experience leading construction/new installation operations strongly preferred.
  • Experience managing multiple functional teams, including some combination of: Project Management, Design/Engineering, Estimating, Sales, Superintendents, Foremen, Sprinkler Fitters, Fire Alarm Technicians, Service Technicians, Inspection/Testing personnel.
  • Demonstrated P&L and financial management experience.
  • Strong understanding of fire protection construction, project execution, labor management, and job costing.
  • Experience working with general contractors, subcontractors, owners, and other construction stakeholders.
  • Strong leadership, communication, organization, and problem-solving skills.
  • Ability to balance strategic planning with hands-on operational leadership.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Strong understanding of applicable fire protection codes, standards, safety requirements, and industry practices.

  Skills

  • Previous Branch Manager, General Manager, Operations Manager, or Regional Manager experience within the fire protection industry.
  • NICET certification or other relevant industry certifications.
  • Experience with both sprinkler and fire alarm systems.
  • Experience managing a branch or business unit with full P&L responsibility.
  • Experience growing a fire protection business through both new construction and recurring service/inspection revenue.
  • Bachelor's degree in business, construction management, engineering, or a related field is preferred but not required.

  Benefits

  • Health, dental, and vision insurance.
  • 401(k) plan with employer match.
  • Generous paid time off to support work-life balance.
  • Training and growth opportunities to help you advance.
  • Competitive pay tailored to experience.
  • Investing in team's growth and success; career path in a growing, stable industry.

  Pay

  Target Base Salary: $130,000–$165,000 annually, depending on experience, scope of responsibility, and demonstrated P&L/branch leadership experience. Additional compensation may include a performance-based bonus tied to branch revenue, profitability, and other key performance metrics, along with a comprehensive benefits package.

  We also need to include "What Success Looks Like" details. We haven't included them. We could add a section

  Success Expectations