Peer Group Facilitator, Mechanical

About the role

The Peer Group Facilitator, Mechanical is a dedicated, professional facilitation role designed to build and sustain a high-trust environment where independent mechanical shop owners learn from one another, hold one another accountable, and produce measurable change in their businesses and in themselves.

Responsibilities

• Plan, prepare, and lead all assigned peer group meetings: two annual 2-day in-person sessions per group and monthly 1–2 hour virtual sessions.
• Design each meeting agenda with intention, introducing new topics, concepts, resources, or industry developments as the group's evolution and needs demand, then quickly transitioning to member-driven discussion and execution on the opportunities that new information surfaces.
• Balance introduced content with member-generated discussion. Neither should crowd out the other. The measure of success is not the quality of the content presented but the quality of the thinking, accountability, and action it produces in the group.
• Manage group dynamics in real time — surface quiet voices, redirect dominant ones, hold productive silence, and convert tension into learning.
• Use Socratic questioning and structured peer-coaching protocols. Resist the temptation to teach, lecture, or solve.
• Maintain structured touchpoints with each member between meetings, including check-ins on prior commitments.
• Monitor engagement, surface drift early, and address attendance issues or churn risk before they become irreversible.
• Maintain accurate member-level notes, attendance records, and engagement signals in ATI systems.
• Lead the front-loaded 90-day plan for New Member Cohort groups: weekly virtual sessions in weeks 1–4, bi-weekly in months 2–3, then standard cadence.
• Establish group norms, confidentiality expectations, and a group operating agreement within the first three meetings of any new cohort.
• Conduct onboarding conversations with every new member to surface goals, business context, and the change they want to produce.
• Dedicate regular, structured time to researching developments in the mechanical/general repair industry — technology shifts, shop economics, labor dynamics, regulatory changes — so group conversations are grounded in current reality.
• Curate relevant content, case studies, and frameworks that elevate group discussion without converting peer time into lecture time.
• Bring recurring themes and unanswered questions from group sessions back to ATI's curriculum and market intelligence functions.
• Take primary ownership of member retention within assigned groups. Retention is a direct outcome of facilitation quality.
• Serve as a soft on-ramp to ATI's broader portfolio — surface readiness signals to ATI account partners when appropriate.
• Actively seek out and participate in ATI-provided development programming, external facilitation training, and self-directed skills building.
• Engage fully with facilitator peer-development sessions, debriefs, and case discussions led by the Director of Peer Group Programs.
• Bring learning back into the room — insights from development activity should enrich meeting design and deepen member conversations over time.

Requirements

• Minimum 10 years of operational experience in the independent automotive aftermarket, with significant time in an ownership, general management, or senior leadership role at a mechanical or general repair shop.
• Demonstrated track record of operating, growing, or transforming a mechanical shop or multi-shop operation.
• Working fluency in shop financials, KPIs, technician productivity, service advisor performance, customer experience, and the operating realities of running an independent mechanical shop.
• Demonstrated experience leading peer groups, mastermind groups, advisory boards, executive forums, or comparable structured group learning environments.
• Demonstrated personal commitment to ongoing professional growth and development.

Qualifications

• Minimum 10 years of operational experience in the independent automotive aftermarket, with significant time in an ownership, general management, or senior leadership role at a mechanical or general repair shop.
• Demonstrated track record of operating, growing, or transforming a mechanical shop or multi-shop operation.
• Working fluency in shop financials, KPIs, technician productivity, service advisor performance, customer experience, and the operating realities of running an independent mechanical shop.
• Demonstrated experience leading peer groups, mastermind groups, advisory boards, executive forums, or comparable structured group learning environments.
• Demonstrated personal commitment to ongoing professional growth and development.

Skills

• Experience leading peer groups, mastermind groups, advisory boards, executive forums, or comparable structured group learning environments.
• Fluency in shop financials, KPIs, technician productivity, service advisor performance, customer experience, and the operating realities of running an independent mechanical shop.
• Ability to balance introduced content with member-generated discussion.
• Experience managing group dynamics in real time.
• Experience using Socratic questioning and structured peer-coaching protocols.
• Experience conducting onboarding conversations with new members.
• Experience researching developments in the mechanical/general repair industry.
• Experience curating relevant content, case studies, and frameworks.
• Experience bringing recurring themes and unanswered questions from group sessions back to ATI's curriculum and market intelligence functions.
• Experience taking primary ownership of member retention within assigned groups.
• Experience serving as a soft on-ramp to ATI's broader portfolio.
• Experience actively seeking out and participating in ATI-provided development programming, external facilitation training, and self-directed skills building.
• Experience engaging fully with facilitator peer-development sessions, debriefs, and case discussions led by the Director of Peer Group Programs.
• Experience bringing learning back into the room — insights from development activity should enrich meeting design and deepen member conversations over time.

Benefits

• Primarily remote work environment.
• Estimated 20–25 travel days per year for two annual 2-day in-person meetings per assigned group, plus ATI Super Conference and facilitator development sessions.
• Extended periods of computer and video-conference use.
• Occasional evening or weekend availability may be required for in-person meetings and member needs.

Pay

$15.00 - $139,000.00. Compensation Frequency: Annual. Base pay offered may vary depending on actual location, job-related knowledge, skills, and experience. Supplemental pay types may include commissions or bonus incentives, depending on the role.

Schedule

Primarily remote work environment. Estimated 20–25 travel days per year for two annual 2-day in-person meetings per assigned group, plus ATI Super Conference and facilitator development sessions. Occasional evening or weekend availability may be required for in-person meetings and member needs.