Mitigation Supervisor in San Antonio, Texas at Hope Administrative Services

Job Title: Mitigation Supervisor
Description:

Qualifications

Education and/or Experience:

2 years experience in similar roles preferred.

In depth knowledge of the restoration/remediation industry.

Estimating experience using Xactimate or similar software.

Previous supervisory or crew lead experience, preferred.

Must have excellent verbal and written communication and people skills to represent the company successfully and clearly to the public

Must have computer software proficiency with Windows, MS Office, Outlook and Microsoft Project.

Must be organized and self-motivated, pay attention to detail and require little direct supervision.

Ability to multi-task and work under pressure and deadlines.

Strong sense of urgency.

Excellent ability to complete required paperwork correctly and punctuality.

Hard working team player who can easily adapt to changing needs.

Must be able to pass a criminal background check and have a valid driver’s license

Must be able to stand for long periods of time, climb ladders, work in tight spaces, exposure to various weather conditions, and lift/carry equipment and materials up to 75 pounds.

Must be able to use power and handheld tools and assist team in cleaning or repairs.

Positive, proactive, and professional demeanor.

Ability to read, analyze, and interpret general business principals, financial statements, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers or regulators.

Preferred qualifications, but not required:

• Subcontractor base
• IICRC certification in Fire, Water, and Mold restoration
• OSHA training and certification

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Please view Equal Employment Opportunity Posters provided by OFCCP Here.

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)