Job Description

Maxair Mechanical, founded in 1988, provides the highest quality design, installation, and maintenance of HVAC and plumbing systems in the greater Atlanta area. Maxair’s highly qualified and experienced team of professional engineers, project managers, and field technicians assures all aspects of your heating, cooling, and plumbing systems are optimized for maximum reliability, up-time, and efficiency while minimizing the associated energy consumption.

Requirements

The area team leader (ATL) reports to the service manager and is responsible for providing Plumbing services to customers including preventive maintenance service, emergency service, and project service. ATLs are also responsible for the efficient and effective delivery of all services within their assigned area. ATLs work closely with the dispatcher for daily assignments, materials acquisition, and weekly scheduling for their entire team. ATLs will also be responsible for other duties as may be assigned by management.

Qualifications

· Demonstrated technical expertise and leadership abilities.

· Local Union 72 membership

o State Plumbing License

o Backflow Certification

o UA 40 Hour Foreman’s Training

· Current driver’s license and insurable driving record

· Demonstrated history of working safely and following safe working practices.

o OSHA 30 certification

· Ability to pass a pre-employment drug screening and participate in a drug free workplace.

· Ability to work effectively and harmoniously with Maxair customers and coworkers, while supporting Maxair’s culture

Core Competencies

· Instills Trust

· Builds Effective Teams

· Communicates Effectively

· Ensures Accountability

Responsibilities
1. Leadership Tasks

• Frequency: Daily
• Review team performance through PowerBi, set weekly goals, and prioritize tasks.
• Address technician reports and resolve any outstanding issues.
• Document action items and follow up on progress throughout the week/month.
• Split time between office and field site visits to ensure effective leadership.
• Review and monitor technician work hours to ensure accuracy and adherence to company policies.
• Frequency: Weekly
• Attend weekly team huddles for team updates and communication.
• Review and monitor technician work hours to ensure accuracy and adherence to company policies.

2. Technician Reviews & Vehicle Inspections

• Frequency: Monthly
• Schedule reviews to assess individual technician performance based on KPIs and job reports.
• Conduct vehicle inspections to ensure cleanliness, safety, and compliance with company standards.
• Document findings and provide actionable feedback for continuous improvement.

3. Quality Assurance & Quality Control (QA/QC)

• Frequency: Weekly (at least 4 site visits per week)
• Perform site visits to inspect completed work, ensuring adherence to quality standards.
• Use a QA/QC checklist to verify safety, compliance, and documentation accuracy.
• Record findings in the QA/QC log and communicate feedback to technicians for improvement.

4. Customer Care

• Frequency: Weekly
• Check in with customers during site visits to confirm satisfaction with recent work.
• Address customer concerns or complaints promptly to maintain customer satisfaction.
• Record feedback and use it to improve technician performance and service quality.
• Report feedback to Service Manager (SM) and/or Account Manager (AM) as necessary.

5. Facilitating Technical Support for Technicians

• Frequency: Ongoing (as needed)
• Act as the first point of contact for troubleshooting and problem resolution.
• Provide technical support to technicians facing challenges in the field to ensure efficiency.

6. Monthly Team Meetings

• Frequency: Monthly
• Co-manage meetings with the Service Manager (SM) to discuss team performance and safety updates.
• Review KPIs, customer feedback, and project updates to track progress and set future goals.

7. Onboarding & Post-Hire Training

7.1 Onboarding Process

• Frequency: Once per new hire
• Accompany new hires to orientation sessions covering company policies and expectations.
• Introduce new hires to the union referral process.
• Provide training on:
  • Driving standards
  • Uniform and appearance guidelines.
  • Paperwork completion procedures
  • Use of company tools (Techtool, XOi, eCompliance, Fleetio)
  • Safety standards and compliance protocols
• Set clear expectations for performance, conduct, and safety.

7.2 Post-Hire Onboarding & Continuous Training

• Frequency: 30, 60, and 90 days after hire
• Review progress with supervisors to assess new hire performance.
• Conduct 1-on-1 training sessions to address knowledge or skill gaps.
• Monitor the completion of all onboarding training modules.
• Adjust training plans based on performance and feedback to improve outcomes.

8. Addressing Technician Issues

• Frequency: Ongoing (as needed)
• Serve as the first line of defense for technician-related issues.
• Resolve concerns promptly to prevent escalation to higher management.
• Document issues, resolutions, and any follow-up actions required for future reference.

9. Documentation & Record Keeping

• Frequency: Ongoing (as needed)
• Maintain accurate documentation for:
  • Technician performance reviews
  • Vehicle inspections
  • QA/QC reports and customer feedback logs
  • Onboarding progress and training completion