Parts Manager

At Dobbs Truck Group, a part of our mission is to create relationships and a healthy work environment for our employees. We are always looking for qualified, customer-oriented individuals at Dobbs Truck Group."> Parts Manager-Dobbs Peterbilt-Monroe, LA

Parts Manager

At Dobbs Truck Group, a part of our mission is to create relationships and a healthy work environment for our employees. We are always looking for qualified, customer-oriented individuals at Dobbs Truck Group.

Monroe, LA

Dobbs Peterbilt

https://www.dobbspeterbilt.com/default.htm

keywords: position summary,manage,quality assurance,leadership,compliance,performance,teamwork,coordinate,business development,required qualifications,proficiency,skills

Full-time

Overview:

The Dobbs Truck Group is a growth company that successfully expands our operations and customer base through a high-quality team of employees.

Dobbs Truck Group operates 25 commercial truck dealerships through two operating companies - Dobbs Peterbilt and Western Truck Center. These dealerships represent some of the best commercial truck brands including Peterbilt, Volvo, Mack, Autocar, and Hino and include locations in Arkansas, California, Louisiana, Mississippi, Oregon, Tennessee, and Washington.

We offer a competitive benefits package including medical, dental, vision, long-term disability, life insurance, and 401(k), as well as paid vacation and sick leave. Our Company is looking for long-term employees that we can invest in and grow with as we pursue our mission of being the premier commercial truck dealer group.

General Job Description

The Parts Manager leads all aspects of the parts department to achieve operational excellence, financial performance, and customer satisfaction goals. This role is responsible for executing the dealership's parts strategy, driving market share growth, maximizing profitability, and maintaining disciplined processes that ensure reliability, accuracy, and efficiency.

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

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Responsibilities:

Leadership & Team Development

• Lead, coach, and develop all parts personnel, including inside counter staff, outside sales, warehouse, and delivery teams.
• Establish clear expectations, accountability standards, and performance goals aligned with dealership and corporate objectives.
• Build a positive culture that emphasizes teamwork, reliability, and consistent value delivery to customers.
• Conduct regular team meetings, training, and individual development discussions to strengthen technical knowledge and sales capability.

Financial Performance & P&L Management

• Own and manage the parts department's P&L, including sales, gross profit, operating expenses, and contribution margin.
• Develop and execute action plans to achieve or exceed budgeted financial targets.
• Monitor monthly financial statements and KPIs to identify trends, control costs, and capture missed opportunities.
• Maintain pricing integrity through adherence to approved pricing matrices, margin targets, and vendor programs.
• Drive freight recovery, warranty compliance, and vendor rebate capture to improve department profitability.

Sales & Market Share Growth

• Increase market share through targeted business development, territory planning, and competitive pricing strategies.
• Partner with outside sales representatives to grow fleet, independent shop, and retail customer segments.
• Promote OEM and FleetSelect programs to strengthen brand loyalty and expand aftermarket penetration.
• Monitor market trends, customer feedback, and competitor activities to adapt strategies that position the dealership as a preferred supplier.
• Collaborate with the Service and Truck Sales departments to maximize internal sales and cross-departmental revenue opportunities.

Operational Excellence & Process Discipline

• Oversee daily operations, ensuring all processes for ordering, invoicing, returns, and shipping are completed accurately and on time.
• Maintain compliance with company policies, manufacturer requirements, and safety standards.
• Ensure warehouse and counter areas reflect professionalism, cleanliness, and efficiency standards consistent with the dealership's brand.
• Partner with corporate parts leadership and procurement teams to standardize processes and implement best practices from the Parts Playbook.

Inventory Management

• Maintain optimal inventory levels to support customer demand and internal needs without excessive overstock.
• Manage inventory health through cycle counts, obsolescence control, and accurate replenishment.
• Track inventory turns, fill rates, and backorder levels to ensure efficiency and availability.
• Coordinate with purchasing and vendor representatives to forecast demand and manage special-order activity.

Customer Service & Relationship Management

• Ensure timely, accurate, and courteous service to all internal and external customers.
• Resolve escalated customer concerns promptly and professionally.
• Build lasting relationships with key accounts and vendors to strengthen loyalty and ensure continued business growth.
• Promote a customer-first culture that emphasizes responsiveness, reliability, and follow-through.

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Requirements:

• Minimum 5 years of progressive experience in parts operations, with at least 2 years in a management or supervisory role.
• Prior experience in a heavy-duty truck dealership strongly preferred.
• Proven success managing a P&L and achieving measurable financial and operational results.
• Strong understanding of OEM and aftermarket parts programs, procurement, and inventory control.
• Proficiency with dealership management systems (DMS) such as Karmak Fusion.
• Excellent leadership, communication, critical thinking and problem-solving skills.
• Ability to manage competing priorities in a fast-paced, customer-driven environment.

Mental Capability Requirements

• Comprehension: Ability to understand opposing points of view on highly complex issues, negotiate, and integrate different viewpoints.
• Organization: Ability to organize and prioritize work schedules of others on long-term basis.
• Reasoning & Decision Making: Ability to make decisions with significant impact on department's credibility, operations, and services.
• Communication: Ability to formulate complex and comprehensive materials, such as legal documents, authoritative reports, official publications of major scope and impacts, and make formal presentations.
• Mathematics: Ability to compute, analyze, and interpret complex statistical data and develop forecasts and computer models.

Physical Demands and Work Environment

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to use hands to handle or feel, reach with hands and arms, and talk or hear. The employee is frequently required to stand, walk, climb or balance, stoop, kneel, crouch or crawl, and taste or smell. The employee is required to sit for long periods of time. The employee must regularly lift and/or move up to 25 pounds, frequently lift and/or move up to 50 pounds, and occasionally lift and/or move up to 100 pounds. Specific vision abilities required by this job include color vision, peripheral vision, depth perception, and the ability to adjust focus.

While performing the duties of this job, the employee is regularly exposed to moving mechanical parts and risk of electrical shock. The employee is frequently exposed to wet and/or humid conditions, extreme heat, and vibration. The employee is occasionally exposed to high, precarious places, fumes or airborne particles, toxic or caustic chemicals, and outside weather conditions. The noise level is normally loud.

Common Expectations of Performance for all Employees

The following includes common expectations for all employees of the Company. The evaluation of job performance will be based on these common expectations as well as the position-specific responsibilities described above.

Communications, Teamwork, and Feedback to Others

• Contribute to a work environment that is based on trust and respect.
• Have discussions on a regular basis with their manager to discuss opportunities to best achieve individual performance objectives and departmental goals.
• Suggest ways to improve the efficiency of conducting their job duties.
• Promote continuous improvement and change to support company growth.
• Mentor others unselfishly.
• Give credit where it's due.

Company Loyal Policies and Work Ethic

• Adhere to the policies contained in the Employee Handbook.
• Adhere to the Company's Employee Conduct Policy.
• Support management decisions toward meeting company goals.
• Be open and receptive to new ideas, regardless of their origin.
• Make prudent decisions, which are based on the best interest of the Company and its long-term future.

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