Office Manager - Commercial HVAC Operations Manager
for each heading. Use - for any list of duties/requirements/benefits. Use
for prose. Do not repeat job title as heading. Do not include Job ID etc. Remove boilerplate. Include only sections with real content.
We need to parse the posting.
First, we have a brief intro: "Office Manager - Commercial HVAC/R & Foodservice Operations Reed Restaurant Repair 9046 Marshall Ct, Westminster, CO 80031 Full-Time | $60,000 - $85,000 per year | 100% On-Site". Then "The Opportunity ..." paragraph describing company and role. Then "What A Typical Day Looks Like" with bullet-like paragraphs describing tasks. Then "What You Will Own" with bullet-like paragraphs. Then "What We Are Looking For" with bullet-like paragraphs. Then "Compensation & Benefits" with bullet list. Then "Schedule: Full-time daytime schedule...".
We need to map to sections: About the role (maybe the intro paragraph about company and role). Responsibilities (the tasks). Requirements (maybe "What We Are Looking For" includes experience, etc). Qualifications (maybe overlapping with requirements). Skills (maybe specific skills like communication, tech-savvy). Benefits (list). Pay (salary range). Schedule (schedule description).
We must not create sections with filler. Ensure each section has substantive content.
Let's extract content.
About the role: The paragraph after "The Opportunity Reed Restaurant Repair is a premier commercial facility service provider..." up to maybe before "What A Typical Day Looks Like". That paragraph describes company and role. We'll put that in
.
Responsibilities: Combine "What A Typical Day Looks Like" and "What You Will Own". Both are lists of duties. We'll create a
with - items for each duty. Need to preserve all substantive info; we can break into separate items.
Let's list duties from "What A Typical Day Looks Like":
- Morning Numbers & Team Pulse: review numbers with Billing Specialist, checking daily and monthly revenue goals, auditing past-due accounts, tracking month-to-date pace; if numbers lagging, coordinate with Dispatch to stir up more work, book PMs, or push follow-ups to keep schedule full.
- Field & Dispatch Alignment: connect with Dispatch to review daily board, confirm technician coverage, ensure routes run smoothly with open, direct communication between field techs and restaurant clients.
- Quote Management & Workload Support: sit with Calls Coordinator to review open quotes, aim to get every quote to customer within 24 hours; if quote volume spikes or she is falling behind, roll up sleeves and help quote or reassign tasks to hit deadline.
- Billing Oversight & Guidance: act as go-to resource for Billing Specialist, help unstick complex job costs, answer work-order questions, provide feedback so RTI pipeline flows smoothly and invoices go out without delay.
- Talent Development & People Management: conduct annual performance review with administrative team member, providing clear, honest feedback, setting expectations, walking through earned compensation increase; later, run interview screen for an open field or office role.
- Team Growth & Training: review applicant pipelines to recruit, onboard, and train new operational support staff as service capacity expands, coordinating shift coverage and ensuring new hires ramp up quickly.
- Software Rollout Leadership: spend focused time mastering current software and workflows, serve as lead champion for implementation of new Field Service Management platform, driving training with patience and clear structure.
- Day-End Wrap: verify no customer inquiries or emergency repair requests left unaddressed, ensure tomorrow's technician routes are locked in, leave office clean and ready for next day.
Now "What You Will Own":
- Operational Scorekeeping & Weekly Leadership Meetings: lead structured weekly operations meeting covering month-to-date revenue vs. goals, aging receivables and past-due accounts, technician hurdles, attendance tracking, upcoming employee reviews, workiversaries, and new hires.
- Daily Financial Tracking & Workload Balancing: check daily progress against daily and monthly revenue targets; track total past-due accounts alongside Billing Specialist, and take proactive steps to stir up more billable work or preventative maintenance calls when revenue needs a boost.
- Billing Supervision & Support: supervise Billing Specialist, act as point of escalation for job cost and RTI questions, provide constructive feedback on billing accuracy, ensure company invoicing deadlines consistently met.
- Culture, Energy & Can-Do Morale: set upbeat, high-standard tone every day; maintain high-trust, low-drama, solution-oriented workplace where teammates support each other and take pride in work.
- Full-Lifecycle People Leadership: lead hiring from initial screening to job offers; deliver candid, direct performance reviews; collaborate with Ownership on wage adjustments and earned raises; handle employee terminations professionally and decisively when standards not met.
- Warm, Exceptional Customer Care: ensure every client contact (phone, email, customer portal) met with pleasant, professional, solutions-oriented attitude; coach team to deliver five-star service to restaurant operators dealing with urgent equipment failures.
- Front-Line Office Operations: learn every operational desk (dispatch, call intake, parts, quoting) to provide true cross-functional coverage during peak surges, lunch breaks, or time-off.
- 24-Hour Quote Standard: supervise Calls Coordinator to ensure service and repair quotes submitted within 24 hours; balance quoting queue dynamically so jobs stay on track.
- Software Implementation: act as lead project owner for new Field Service Management software rollout; learn current workflows inside and out, test system setups, lead team training, drive full operational adoption.
- Service Expansion & Capacity Building: lead operational hiring, onboarding, and training of additional dispatch and support personnel as we expand service hours and customer coverage models; provide hands-on leadership during critical coverage transitions.
- HR, Payroll & Benefits Administration: process weekly timecards and payroll, manage benefits plan administration (medical, dental, vision, retirement), maintain organized employee records.
- Industry Engagement: occasionally travel to represent Reed Restaurant Repair at industry trade shows, networking events, and vendor conferences.
We can combine these into a single responsibilities list.
Now Requirements: "What We Are Looking For" includes bullet-like paragraphs:
- Trade or Commercial Service Background: 2+ years of office management, dispatch operations, or service coordination experience in commercial HVAC/R, foodservice equipment repair, plumbing, electrical, or facilities maintenance.
- Operational Drive & Goal Tracking: Experience monitoring daily/monthly billing goals, keeping tabs on AR/past-due accounts, and running structured operational meetings that touch on KPIs, HR milestones, and field issues.
- Assertive, Can-Do Leadership: A proactive, energetic self-starter with a positive attitude who leads by example, handles pressure with composure, and is fully comfortable conducting difficult conversations, performance reviews, and terminations when necessary.
- Hands-On Approach: An operational leader who prefers staying active in daily operations over sitting in an isolated office. You see a bottleneck, jump in, solve it, and build a better process.
- Exceptional Communication Skills: A true people person--warm, professional, and pleasant when speaking with restaurant owners, kitchen managers, vendors, and technicians.
- Tech-Savvy & Implementation Experience: Strong proficiency in Google Workspace and experience working inside Field Service Management software (such as ServiceTitan, Jobber, FieldEdge, BuildOps, or similar platforms). Experience with software transitions is a major plus.
- Schedule Flexibility: Primary daytime business hours, with willingness to provide occasional weekend onboarding or coverage support during peak operational surges, along with occasional travel for industry trade shows.
We can treat these as requirements. Some could be skills (communication, tech-savvy). But we need sections: Requirements, Qualifications, Skills. The posting doesn't separate qualifications vs requirements distinctly; we can allocate.
Maybe Requirements: experience items (2+ years office management, etc). Qualifications: maybe education? Not present. Could skip Qualifications if no content. But we must not create empty sections. So we should only include sections with real content.
Thus we could have:
- About the role (p)
- Responsibilities (ul)
- Requirements (ul) (covering experience, drive, leadership, hands-on, communication, tech-savvy, schedule flexibility)
- Skills (maybe separate out communication and tech-savvy? But we already included them in requirements; we could split: Requirements = experience & drive; Skills = communication, tech-savvy, etc. But we need to avoid duplication. Let's decide: Requirements: experience and operational drive. Skills: communication, tech-savvy, hands-on approach? Actually hands-on approach is more a trait. Could treat as skill.
Better: Requirements: the bullet points about experience (Trade or Commercial Service Background, Operational Drive & Goal Tracking). Qualifications: maybe none. Skills: Assertive, Can-Do Leadership, Hands-On Approach, Exceptional Communication Skills, Tech-Savvy & Implementation Experience, Schedule Flexibility.
But schedule flexibility is more about schedule, not skill. Could go under Schedule section.
We have separate Schedule section later.
Thus we can have:
- About the role (p)
- Responsibilities (ul)
- Requirements (ul) (2+ years experience, operational drive)
- Skills (ul) (leadership, hands-on, communication, tech-savvy)
- Benefits (ul) (medical, dental, vision, 401k, paid holidays, accrued PTO, professional development, paid training, industry trade show travel)
- Pay (p) (Base Salary: $65,000 - $85,000 per year, based on experience) (note the posting also earlier said $60,000 - $85,000 per year; but later Compensation & Benefits says Base Salary: $65,000 - $85,000 per year. We'll use the latter as it's more specific.)
- Schedule (p) (Full-time daytime schedule, primarily Monday through Friday, with occasional weekend availability required during team onboarding, expanded coverage rollouts, or trade show travel)
We need to ensure we don't repeat info. Also include the location? Not required as heading; could be in About the role paragraph.
We must not include boilerplate like EEO etc. Not present.
Now craft HTML.
We'll output:
About the role
Reed Restaurant Repair is a premier commercial facility service provider supporting restaurants, commercial kitchens, and hospitality partners throughout the Denver metro area. We specialize in hot-side cooking equipment, commercial refrigeration, HVAC, ice machines, and preventative maintenance agreements. We are looking for an assertive, high-energy, self-starting Office Manager to take ownership of our daily operations. In our world, commercial kitchens run at high heat and high speed. We need a leader who brings a relentless positive, can-do attitude every single day--someone who keeps team morale high, shuts down drama, and rallies the office around getting things done right the first time. You will report directly to Ownership, work shoulder-to-shoulder with our Field Service Managers, and lead from the front. True leadership here means balance: bringing energy and support to your crew, while holding people strictly accountable. You will manage the full employee lifecycle--hiring top performers, giving direct annual reviews, awarding well-earned raises, and handling terminations decisively when someone isn't cutting it. This is an active, cross-functional leadership position where you will master every seat in the building (from intake calls and dispatch to parts and quote tracking), stepping in to keep momentum moving and our customers thrilled.
Then Responsibilities:
Responsibilities
- Morning Numbers & Team Pulse: review numbers with the Billing Specialist, checking daily and monthly revenue goals, auditing past-due accounts, and tracking month-to-date pace; if numbers lag, coordinate with Dispatch to stir up more work, book PMs, or push follow-ups to keep the schedule full.
- Field & Dispatch Alignment: connect with Dispatch to review the daily
for prose. Do not repeat job title as heading. Do not include Job ID etc. Remove boilerplate. Include only sections with real content. We need to parse the posting. First, we have a brief intro: "Office Manager - Commercial HVAC/R & Foodservice Operations Reed Restaurant Repair 9046 Marshall Ct, Westminster, CO 80031 Full-Time | $60,000 - $85,000 per year | 100% On-Site". Then "The Opportunity ..." paragraph describing company and role. Then "What A Typical Day Looks Like" with bullet-like paragraphs describing tasks. Then "What You Will Own" with bullet-like paragraphs. Then "What We Are Looking For" with bullet-like paragraphs. Then "Compensation & Benefits" with bullet list. Then "Schedule: Full-time daytime schedule...". We need to map to sections: About the role (maybe the intro paragraph about company and role). Responsibilities (the tasks). Requirements (maybe "What We Are Looking For" includes experience, etc). Qualifications (maybe overlapping with requirements). Skills (maybe specific skills like communication, tech-savvy). Benefits (list). Pay (salary range). Schedule (schedule description). We must not create sections with filler. Ensure each section has substantive content. Let's extract content. About the role: The paragraph after "The Opportunity Reed Restaurant Repair is a premier commercial facility service provider..." up to maybe before "What A Typical Day Looks Like". That paragraph describes company and role. We'll put that in
. Responsibilities: Combine "What A Typical Day Looks Like" and "What You Will Own". Both are lists of duties. We'll create a
- with
- items for each duty. Need to preserve all substantive info; we can break into separate items.
Let's list duties from "What A Typical Day Looks Like":
- Morning Numbers & Team Pulse: review numbers with Billing Specialist, checking daily and monthly revenue goals, auditing past-due accounts, tracking month-to-date pace; if numbers lagging, coordinate with Dispatch to stir up more work, book PMs, or push follow-ups to keep schedule full.
- Field & Dispatch Alignment: connect with Dispatch to review daily board, confirm technician coverage, ensure routes run smoothly with open, direct communication between field techs and restaurant clients.
- Quote Management & Workload Support: sit with Calls Coordinator to review open quotes, aim to get every quote to customer within 24 hours; if quote volume spikes or she is falling behind, roll up sleeves and help quote or reassign tasks to hit deadline.
- Billing Oversight & Guidance: act as go-to resource for Billing Specialist, help unstick complex job costs, answer work-order questions, provide feedback so RTI pipeline flows smoothly and invoices go out without delay.
- Talent Development & People Management: conduct annual performance review with administrative team member, providing clear, honest feedback, setting expectations, walking through earned compensation increase; later, run interview screen for an open field or office role.
- Team Growth & Training: review applicant pipelines to recruit, onboard, and train new operational support staff as service capacity expands, coordinating shift coverage and ensuring new hires ramp up quickly.
- Software Rollout Leadership: spend focused time mastering current software and workflows, serve as lead champion for implementation of new Field Service Management platform, driving training with patience and clear structure.
- Day-End Wrap: verify no customer inquiries or emergency repair requests left unaddressed, ensure tomorrow's technician routes are locked in, leave office clean and ready for next day.
Now "What You Will Own":
- Operational Scorekeeping & Weekly Leadership Meetings: lead structured weekly operations meeting covering month-to-date revenue vs. goals, aging receivables and past-due accounts, technician hurdles, attendance tracking, upcoming employee reviews, workiversaries, and new hires.
- Daily Financial Tracking & Workload Balancing: check daily progress against daily and monthly revenue targets; track total past-due accounts alongside Billing Specialist, and take proactive steps to stir up more billable work or preventative maintenance calls when revenue needs a boost.
- Billing Supervision & Support: supervise Billing Specialist, act as point of escalation for job cost and RTI questions, provide constructive feedback on billing accuracy, ensure company invoicing deadlines consistently met.
- Culture, Energy & Can-Do Morale: set upbeat, high-standard tone every day; maintain high-trust, low-drama, solution-oriented workplace where teammates support each other and take pride in work.
- Full-Lifecycle People Leadership: lead hiring from initial screening to job offers; deliver candid, direct performance reviews; collaborate with Ownership on wage adjustments and earned raises; handle employee terminations professionally and decisively when standards not met.
- Warm, Exceptional Customer Care: ensure every client contact (phone, email, customer portal) met with pleasant, professional, solutions-oriented attitude; coach team to deliver five-star service to restaurant operators dealing with urgent equipment failures.
- Front-Line Office Operations: learn every operational desk (dispatch, call intake, parts, quoting) to provide true cross-functional coverage during peak surges, lunch breaks, or time-off.
- 24-Hour Quote Standard: supervise Calls Coordinator to ensure service and repair quotes submitted within 24 hours; balance quoting queue dynamically so jobs stay on track.
- Software Implementation: act as lead project owner for new Field Service Management software rollout; learn current workflows inside and out, test system setups, lead team training, drive full operational adoption.
- Service Expansion & Capacity Building: lead operational hiring, onboarding, and training of additional dispatch and support personnel as we expand service hours and customer coverage models; provide hands-on leadership during critical coverage transitions.
- HR, Payroll & Benefits Administration: process weekly timecards and payroll, manage benefits plan administration (medical, dental, vision, retirement), maintain organized employee records.
- Industry Engagement: occasionally travel to represent Reed Restaurant Repair at industry trade shows, networking events, and vendor conferences.
We can combine these into a single responsibilities list.
Now Requirements: "What We Are Looking For" includes bullet-like paragraphs:
- Trade or Commercial Service Background: 2+ years of office management, dispatch operations, or service coordination experience in commercial HVAC/R, foodservice equipment repair, plumbing, electrical, or facilities maintenance.
- Operational Drive & Goal Tracking: Experience monitoring daily/monthly billing goals, keeping tabs on AR/past-due accounts, and running structured operational meetings that touch on KPIs, HR milestones, and field issues.
- Assertive, Can-Do Leadership: A proactive, energetic self-starter with a positive attitude who leads by example, handles pressure with composure, and is fully comfortable conducting difficult conversations, performance reviews, and terminations when necessary.
- Hands-On Approach: An operational leader who prefers staying active in daily operations over sitting in an isolated office. You see a bottleneck, jump in, solve it, and build a better process.
- Exceptional Communication Skills: A true people person--warm, professional, and pleasant when speaking with restaurant owners, kitchen managers, vendors, and technicians.
- Tech-Savvy & Implementation Experience: Strong proficiency in Google Workspace and experience working inside Field Service Management software (such as ServiceTitan, Jobber, FieldEdge, BuildOps, or similar platforms). Experience with software transitions is a major plus.
- Schedule Flexibility: Primary daytime business hours, with willingness to provide occasional weekend onboarding or coverage support during peak operational surges, along with occasional travel for industry trade shows.
We can treat these as requirements. Some could be skills (communication, tech-savvy). But we need sections: Requirements, Qualifications, Skills. The posting doesn't separate qualifications vs requirements distinctly; we can allocate.
Maybe Requirements: experience items (2+ years office management, etc). Qualifications: maybe education? Not present. Could skip Qualifications if no content. But we must not create empty sections. So we should only include sections with real content.
Thus we could have:
- About the role (p)
- Responsibilities (ul)
- Requirements (ul) (covering experience, drive, leadership, hands-on, communication, tech-savvy, schedule flexibility)
- Skills (maybe separate out communication and tech-savvy? But we already included them in requirements; we could split: Requirements = experience & drive; Skills = communication, tech-savvy, etc. But we need to avoid duplication. Let's decide: Requirements: experience and operational drive. Skills: communication, tech-savvy, hands-on approach? Actually hands-on approach is more a trait. Could treat as skill.
Better: Requirements: the bullet points about experience (Trade or Commercial Service Background, Operational Drive & Goal Tracking). Qualifications: maybe none. Skills: Assertive, Can-Do Leadership, Hands-On Approach, Exceptional Communication Skills, Tech-Savvy & Implementation Experience, Schedule Flexibility.
But schedule flexibility is more about schedule, not skill. Could go under Schedule section.
We have separate Schedule section later.
Thus we can have:
- About the role (p)
- Responsibilities (ul)
- Requirements (ul) (2+ years experience, operational drive)
- Skills (ul) (leadership, hands-on, communication, tech-savvy)
- Benefits (ul) (medical, dental, vision, 401k, paid holidays, accrued PTO, professional development, paid training, industry trade show travel)
- Pay (p) (Base Salary: $65,000 - $85,000 per year, based on experience) (note the posting also earlier said $60,000 - $85,000 per year; but later Compensation & Benefits says Base Salary: $65,000 - $85,000 per year. We'll use the latter as it's more specific.)
- Schedule (p) (Full-time daytime schedule, primarily Monday through Friday, with occasional weekend availability required during team onboarding, expanded coverage rollouts, or trade show travel)
We need to ensure we don't repeat info. Also include the location? Not required as heading; could be in About the role paragraph.
We must not include boilerplate like EEO etc. Not present.
Now craft HTML.
We'll output:
About the role
Reed Restaurant Repair is a premier commercial facility service provider supporting restaurants, commercial kitchens, and hospitality partners throughout the Denver metro area. We specialize in hot-side cooking equipment, commercial refrigeration, HVAC, ice machines, and preventative maintenance agreements. We are looking for an assertive, high-energy, self-starting Office Manager to take ownership of our daily operations. In our world, commercial kitchens run at high heat and high speed. We need a leader who brings a relentless positive, can-do attitude every single day--someone who keeps team morale high, shuts down drama, and rallies the office around getting things done right the first time. You will report directly to Ownership, work shoulder-to-shoulder with our Field Service Managers, and lead from the front. True leadership here means balance: bringing energy and support to your crew, while holding people strictly accountable. You will manage the full employee lifecycle--hiring top performers, giving direct annual reviews, awarding well-earned raises, and handling terminations decisively when someone isn't cutting it. This is an active, cross-functional leadership position where you will master every seat in the building (from intake calls and dispatch to parts and quote tracking), stepping in to keep momentum moving and our customers thrilled.
Then Responsibilities:Responsibilities
- Morning Numbers & Team Pulse: review numbers with the Billing Specialist, checking daily and monthly revenue goals, auditing past-due accounts, and tracking month-to-date pace; if numbers lag, coordinate with Dispatch to stir up more work, book PMs, or push follow-ups to keep the schedule full.
- Field & Dispatch Alignment: connect with Dispatch to review the daily