Find & Apply For Operations Manager / Supervisor Jobs in Beavercreek, Ohio

Director of Operations Ohio (Dayton / Columbus / Cincinnati region) Full-time | Salaried, exempt | Reports to: President | Regular regional travel About the Company We are an established, profitable commercial janitorial and facility services company in Ohio. We serve a diverse base of commercial customers across multiple markets, with a business built primarily on recurring contract cleaning, supported by floor care and specialty services. We are a multi-million-dollar organization with a clear plan for significant growth over the next several years, and we are investing in the leadership, systems, and accountability needed to get there, and this role is a key part of that plan. The Role The Director of Operations owns the entire operations function and is accountable for delivering consistent, high-quality service profitably, at scale. This is a builder role. We are looking for a leader who designs and runs the operating system of the business, not one who personally fixes every problem. You will lead through Branch Managers, who in turn lead Regional and Area Managers and our frontline teams. Your job is to make that organization run reliably: problems caught early, managers working at the level of their role, staffing covered without leaders filling in, and results measured every week. Success in this role means operations run predictably without escalating to the President. Key Accountabilities These five areas define the seat. You will own the results in each. Service Quality & Customer Retention. Deliver consistent service quality across every account. Build inspection standards, site-specific documentation, and response protocols so issues are prevented rather than discovered by the customer. Financial Performance & Labor Control. Own labor budgets, overtime, and account-level gross margin. Manage the business from data, using workforce management software and weekly scorecards rather than phone calls and firefighting. Staffing & Workforce Stability. Build a staffing system that keeps positions filled and covers call-offs and no-shows without managers becoming the backup crew. Partner with HR on recruiting pipelines, retention, and attendance. Leadership, Accountability & Development. Set clear expectations and measurables for every manager, coach consistently, and address underperformance promptly and fairly. Build a management bench that can support growth. Systems, Processes & Scalability. Create and maintain the processes, SOPs, training, and escalation paths that let operations scale, including new account start-ups, after-hours coverage, and expansion into new markets. Core Responsibilities, Operating Rhythm and Data Build and run a weekly operations scorecard (labor %, overtime, turnover, open positions, inspection scores, complaints, and account profitability), and act on what it shows. Lead a structured weekly operations meeting with

Branch Managers:

scorecard review, quarterly priorities, and issue solving. Use the company's workforce management platform as the operating backbone for scheduling, timekeeping, labor tracking, and reporting. Ensure managers use it consistently and accurately. Review account-level profitability and lead corrective action on under-performing accounts, including staffing models, workloading, and pricing input. People and Leadership Lead, coach, and hold accountable the Branch Managers, and ensure accountability flows down to Regional and Area Managers. Keep managers working at the level of their role: recruiting, training, inspecting, coaching, and building customer relationships, rather than routinely covering shifts. Build a standardized training and onboarding program for frontline employees and field managers. Identify, develop, and promote internal talent. Make timely, well-documented decisions when performance does not meet expectations. Willing to help institute a culture of caring for all employees. Staffing and coverage Own the company-wide plan for coverage: float and bench staff, call-off procedures, attendance standards, and workforce planning ahead of seasonal and growth demand. Establish and enforce an after-hours and weekend on-call escalation protocol across both branches. Partner with HR on recruiting sources, hiring speed, and retention initiatives, and track the results. Customers and growth Ensure every significant account has documented site information, scope, and a named owner, so any qualified manager can step in. Serve as the senior escalation point for key customer relationships, while building a team that resolves most issues at the branch level. Lead operational planning for new account start-ups, and expansion into new markets. Partner with the President on budgeting, pricing input, and the company's growth plan as a member of the leadership team. What Success Looks Like Timeframe Expected outcomes First 90 days Learns the accounts, people, and systems. Weekly operations scorecard is live. After-hours escalation protocol is in place. Clear expectations are set with each Branch Manager. Top staffing and service risks are identified with plans to address them. 6 months Manager scorecards are in use at every level. Overtime and labor % are trending to budget. Site documentation is complete for major accounts. A standardized manager training program is launched. Underperformance is being addressed consistently. 12 months Operations run on a predictable weekly rhythm with minimal escalation to the President. Managers are working in their roles, not covering shifts. Turnover and open positions are measurably lower. Operations are ready to support the company's next stage of growth. Qualifications Required 5+ years of progressive operations leadership, including at least 3 years leading managers who lead others (multi-site or multi-region). Experience in commercial janitorial, facility services, or another labor-intensive, multi-site service business such as security, hospitality, food service, or property management. Proven track record of building systems, SOPs, and scorecards that improved performance and held up over time.

Strong financial acumen:

labor budgets, overtime control, gross margin, and P&L accountability at the account or branch level. Comfort managing by data, with strong Excel skills and experience with workforce management or scheduling software. A history of developing managers and addressing performance issues directly and fairly. Valid driver's license and the ability to travel regularly across the company's Ohio service area. Preferred Experience with janitorial workforce management software (such as WinTeam or similar). Experience scaling a company through significant revenue growth or integrating an acquisition. Bachelor's degree in business, operations, or a related field, or equivalent experience. Bilingual English/Spanish is a plus. Who Will Thrive Here You think several steps ahead and fix root causes, not just symptoms. You finish what you start and make sure changes stick. You lead through your managers and build their capability rather than doing their work for them. You bring solutions, not just problems, and make timely decisions with the information available. You are calm under pressure, respectful to frontline employees, and credible with customers. You are hands-on when it matters, but measure your success by how well the operation runs without you.

What We Offer Base salary:

$80,000-$105,000, based on experience.

Bonus:

Monthly bonus program tied to operational and financial results (eligible after 90 days), plus potential profit sharing.

Vehicle:

Company vehicle and fuel card.

Insurance:

Health, dental, and vision insurance (eligible after 90 days).

Retirement:

401(k) with company match (eligible after one year of employment).

Time off:

3 weeks of vacation plus 5 personal/sick days. A seat on the leadership team of a growing company, with real authority to build the operation the right way. How to Apply Applications must include all of the following to be considered: A formal resume with complete job history, including employers, titles, and dates of employment. Your desired compensation. At least two professional references. A brief cover letter prefacing your resume describing why you feel you would be a fit for this executive role & a system or process you built that measurably improved an operation, and how you made it last.

Pay:

$80,000.00 - $105,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee assistance program Flexible schedule Health insurance Life insurance Paid time off Retirement plan Vision insurance Application Question(s): Do you have a valid driver's license? Are you able to pass a background check for criminal offenses? Are you able to be insured through a company auto insurance policy and/or are you considered a high risk driver?

Experience:

Management:

5 years (Required) Shift availability: Day Shift (Required) Night Shift (Preferred) Willingness to travel: 50% (Required)

Work Location:

In person