Workshop Controller

Workshop Controller – Faversham, Kent

This is a newly created position recognising the level of business success at Renault Trucks in Kent.

Summary of Role:

As a key member of the dealer management team, the Workshop Controller’s core role is to proactively manage the GVS process from “planning, through On Arrival” to “Invoice / Claim” closure. Ensure that CSR’s and Technician Supervisors are working in line with the standard OTI process. Ensuring that service and repair work is completed to time and quality standards and all invoice / claim documents are complete and accurate. Managing customer expectations, job profitability and workshop productivity targets will be a daily focus to ensure that workshop profitability is optimised. The motivation & personal development of the team, effective competence development, succession planning and dealing with employee issues on a day to day basis

We are offering a great package of:

• up to £50,000 DOE with a 10% KPI bonus
• 7% matched pension
• 25 days plus BH rising with service
• workperks scheme – retailer discounts
• cash back health scheme

Hours 45 hours 08.00 to 18.00 Monday to Friday – occasional Saturdays may be required

What we are looking for:

An experienced HGV Workshop Controller / Supervisor with HGV Workshop experience with:-

• A qualification – City and Guilds, NVQ 3 or equivalent in HGV Vehicle Technology
• Experience of working within a vehicle commercial workshop.
• Full knowledge of VOSA requirements and MOT testers manual.
• Knowledge / experience of leading teams
• Knowledge of workshop KPIs.
• IT literate to be able to use our sytsems and processes

Some of the Tasks:

• Manage and plan workshop / support resources
• Support the CSR / Shift Supervisors
• Support the CSR as required ensuring that invoice / claiming closure tasks are accurate and completed on a timely basis.
• Hold daily production meetings to Plan workload and resources
• Ensure appropriate training and support is provided on a timely basis to bridge competency gaps identified.
• Monitor staff performance versus role requirements and personal objectives and identify areas for development
• Perform periodic competence assessments