Commercial Department Coordinator

Overhead Door of Kansas City, a division of DH Pace Company, is hiring a Department Coordinator to coordinate field employees in Olathe, KS.

Job Responsibilities

Scheduling technicians to customer job sites and collecting, finalizing and submitting job details for processing

Ensuring customer COD payments are collected prior to job completion

Continuously clear technicians’ schedules of completed job tickets and ensure open tickets are scheduled correctly for materials, billing, and voided tickets

Run, review and manage department reports to ensure the department meets customer expectations and commitments

Assist with billing paperwork and meeting customer billing document requirements

Create and maintain service tickets to ensure service dates are met

Work with estimating team to provide service quotes when required

Assist field techs with technical/mechanical troubleshooting/problem solving

Provide accurate work orders and picking lists to the warehouse for inventory pulling

Other responsibilities as assigned

Job Qualifications

Experience using Microsoft Office Suite

Experience in a dispatch or other high‑volume administration field is a plus

Excellent communication skills and focus on customer service

Good time‑management skills, organization, and the ability to multi‑task

Professional representation of the company

Benefits

Comprehensive medical, dental, and vision coverage — available your first full month

Generous paid time off plus paid holidays and floating holidays

Company‑paid life insurance, short‑term disability, and long‑term disability

401(k) with employer match

Health Savings Account (HSA) and Flexible Spending Account (FSA) options

Voluntary benefits including supplemental life and critical illness coverage

Employee discounts for you and your immediate family

Competitive compensation with annual performance reviews

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)

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