Studio Supervisor- Porsche Studio San Diego

Holman is a family-owned, global automotive services organization anchored by our deeply rooted core values and principles that have enabled us to continue Driving What’s Right throughout the last century. Our teams deliver the Holman Experience by treating our customers and each other as we would like to be treated, and creating positive, rewarding relationships all around.

The automotive markets Holman serves include fleet management and leasing; vehicle fabrication and upfitting; component manufacturing and productivity solutions; powertrain distribution and logistics services; commercial and personal insurance and risk management; and retail automotive sales as one of the largest privately owned dealership groups in the United States.

Position Title (Job Code): Supervisor - Fashion Valley Studio Grade Level: 15

FLSA Status (Applicable Exemption):

Principal Work Location: Porsche Studio San Diego Department: Sales

Reports to (Title): Studio Manager Number/Type of Employees Supervised: Indirect 3-5 partners

JOB INPUTS

List the primary tasks that the incumbent will be expected to perform in this job. These are the inputs - what they put into the job. At the end of this document, you will provide the outputs - what the incumbent is held accountable for delivering.

- Supports sales personnel in building strong and long-term client relationships

- Supports the Studio Manager in monitoring progress toward new vehicle sales targets and coordinating daily sales-floor activity

- Helps maintain a high level of customer service by greeting and assisting customers on the sales floor and supporting Porsche Pros

- Reviews sales deals for accuracy and elevates questions or exceptions to the appropriate manager

- Supports Sales and F&I Managers with deal coordination and customer follow-up, including tax, trade-in allowance, license fees, and financing or lease requirements

- Provides day-to-day floor coverage when the Studio Manager is unavailable, coordinates routine store activities, supports progress toward sales targets, and escalates matters requiring management approval.

- Provides day-to-day guidance and leads the team by example

- Perform all other duties and special projects as assigned

KNOW-HOW

Know-How includes every kind of relevant knowledge, skill, and experience, however acquired, needed for acceptable performance in a job or role. Know-How has three dimensions: Practical/Technical Knowledge, Planning, Organizing and Supervisor Knowledge; and Communicating & Influencing Skills. In the space below, please list the minimum requirements within each of the categories.

Education and/or Training:

- Bachelor’s degree in a related field or equivalent work experience

- Additional education, certifications, or other distinctions are a plus

- Proficient in various desktop tools including MS Office Programs (i.e. Outlook, Excel, Word, PowerPoint, Project, Visio, SharePoint etc.)

Relevant Work Experience:

- 3-5 years’ experience in the related area as an individual contributor

- Breadth and depth of expertise in a technical or functional area; knowledge of work processes and tools is generally limited to own area of responsibility or department

- Reviewing and improving processes, methods, and tools to increase efficiency and accuracy

- ​

Planning/Organizing/Supervisor Knowledge:

(Ranges from task-focused to integrating related functions, to broadly strategic integration)

- Provides day-to-day supervision and work direction to assigned staff

- Makes routine day-to-day operational decisions within established guidelines and escalates exceptions to the Studio Manager

- Provides observations and input to the Studio Manager regarding employee performance and operational needs; personnel actions remain subject to management approval

- Excellent organizational skills and attention to detail

- Excellent time management skills, with a proven ability to meet deadlines

- Coordinates and prioritizes daily work assignments within direction established by the Studio Manager

- Strong leadership skills

- Keeps purpose front and center as they make daily decisions

- Understands how team’s work ties in with the organization’s vision and purpose

- Follows efforts through to completion

- Applies job knowledge to support efficiency and operational objectives within the assigned area of responsibility

- Monitors team goals, metrics, KPIs, and work volume and communicates progress or concerns to the Studio Manager

- Assigns and coordinates daily work to support deadlines and short-term objectives established by management

- Addresses routine workflow barriers and escalates issues that require management support

- Supports implementation of operational and staffing changes directed by management

- Identifies and removes barriers to effective teamwork

- Sets challenges to encourage learning; treats failure as an opportunity to learn

- Provides timely day-to-day coaching and elevates ongoing performance concerns to the Studio Manager

- Adjusts quickly to new or changing work environment

- Supports operations within budgetary and financial parameters established by management

- Resolves routine operational problems using defined processes and judgment and escalates exceptions to the Studio Manager

- Decisions are guided by policies, procedures and business plan; receives guidance and oversight from manager

Communicating & Influencing Skills:

(Does the job require communication, reasoning with others, or changing behaviors?)

- Excellent verbal and written communication skills.

- Responsible and accountable for the communication process

- Able to clearly articulate the company’s vision for the future

- Reinforces performance expectations and standards established by management

- Excellent interpersonal and customer service skills.

- Actively solicit feedback; share and address; adjust plans as necessary; follow through

- Recognize and reward the contributions of team members

- Promote camaraderie among team members

- Help people see the role they can play in supporting the advancement of the vision and purpose

- Provides day-to-day coaching and feedback and refers formal performance or development matters to the Studio Manager

- Regular and frequent engagement in face-to-face communication

- Provides timely, clear, and constructive day-to-day feedback

- Supports employee learning and development through day-to-day coaching

- Supports manager-approved development plans and training goals

- Interprets customer needs and assesses requirements to meet needs

PROBLEM SOLVING

Indicate those statements that describe the process by which this position solves problems. Show the % that the relevant statement represents among all problem solving done by this role. The sum of percentages indicated for each category should equal 100%. For each relevant statement, give an example of a problem and the method of resolution.

The problems are similar to each other and have a limited number of predefined solutions. Standing procedures/plans and/or a structured routine directs the problem solving process.

- % of all problems: 30%

- Example: Answering questions regarding inventory availability

The problems encountered are dissimilar and typically have a number of solutions. The solutions may be derived from a general plan or a flexible routine may be utilized to solve problems of this type.

- % of all problems: 45%

- Example: Gathering required customer information and coordinating with Sales or F&I management for credit-related decisions

The problems encountered are unique situations and there is an unlimited number of solutions, many of which are unknown. There are no procedures or routines to follow, but only broad policies to guide the problem solving process.

- % of all problems: 25%

- Example: Coordinating walk-in customer traffic, resolving routine questions, and escalating exceptions to the Studio Manager

ACCOUNTABILITY

This describes the extent to which this position is answerable for actions and their consequences. It measures the effect of the job/role on end results.

For each type of Accountability, indicate an approximate dollar value of impact and whether the role has a Direct impact (controls end results or shares control with peer positions) or Indirect impact (generally informational, interpretive, analytical, or enables others to take action). If no dollar value can be determined, enter Non-Quantifiable instead of an amount.

Sales

- $ value:

- Direct/Indirect:

Selling, General, & Administrative

- $ value: $15,000,000

- Direct/Indirect: Indirect

Manufacturing

- $ value: 0

- Direct/Indirect:

Project Management

- ​

- ​

Assets

- ​

- ​

$ value: 0 Direct/Indirect:

$ value: 0 Direct/Indirect:

Other (Please specify):

- $ value:

- Direct/Indirect:

OUTPUTS

List statements which describe the primary results/outputs for which this position is held accountable. In contrast to the inputs provided in the beginning of this document, you are listing things that the incumbent is held accountable for delivering.

Please limit the list to 5 or 6 statements.

- Supporting achievement of store production expectations and objectives

- Providing day-to-day coaching, guidance, and training support to personnel

- Coordinating daily floor coverage and communicating staffing needs to the Studio Manager

- Maintaining merchandising standards inclusive of a basic understanding of sell through and when items need to be restocked

- Supporting onboarding, training, and employee engagement efforts to maintain a high level of customer service

At Holman, we exist to provide rewarding careers and better lives for employees and their families. We hire, train, empower, and reward exceptional people. Our journey is guided by our desire to get it right every time and the acknowledgement that we have an opportunity to be better. To be better, we have to do better, and to do better we must know better. That’s why we are listening, open to learning new things – about ourselves and each other. We will never stop striving for improved diversity, equity, and inclusion because we are successful together when we feel trusted and supported. It’s The Holman Way.

At Holman, your total compensation goes beyond your paycheck. To position you for success and provide a rewarding career and better life for you and your family, Holman is proud to offer you the benefits you deserve; including protection against illness, disability, loss of work, or preparation for retirement. Below is a brief overview of the programs available to full-time employees (programs may vary by country or worker type):

- Health Insurance
- Vision Insurance
- Dental Insurance
- Life and Disability Insurance
- Flexible Spending and Health Savings Accounts
- Employee Assistance Program
- 401(k) plan with Company Match
- Paid Time Off (PTO)
- Paid Holidays, Bereavement, and Jury Duty
- Paid Pregnancy/Parental leave
- Paid Military Leave
- Tuition Reimbursement

Benefits:

Regular Full-Time

We offer excellent benefits including health, vision, dental, life and disability insurance, and 401(k) with company match. Our time off benefits include Paid Time Off (PTO), paid holidays, bereavement, and jury duty. In addition, we offer paid pregnancy and parental leave, and supplemental paid military leave to eligible employees.

Temporary or Part-Time

In geographic areas with statutory paid sick leave, part-time and temporary employees will receive a paid sick leave benefit that meets the mandated requirements.

Pay:

We offer competitive wages that are commensurate with job-related skills, experience, relevant education or training, and geographic location, starting in the range of $72,950.00 - $103,955.00 USD annually for full time employees. The annual compensation range is comprised of base pay earnings.

Artificial Intelligence Statement

We recognize that applicants for positions at any organization may view AI tools for tasks such as drafting a resume or cover letter, provided the information is accurate and truthful. However, applicants should not use AI tools to:

- Answer interview questions on their behalf, or use AI tools in any way during the interview or other qualification process(es).
- Misrepresent or embellish qualifications, skills, or experience
- Create false or misleading representations of identity (e.g., deepfakes or altered images/videos)

Your application, whether an AI tool is used or not, should reflect your authentic abilities and experiences. Any use of AI that compromises honesty or integrity may result in disqualification from the process.

Equal Opportunity Employment and Accommodations:

Holman provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

If you are a person with a disability needing assistance with the application process, please contact [email protected]

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.