Distribution Branch Manager Job Description

October 8, 20110 Comments

Distribution branch manager job profile and description

The distribution branch manager has to do a comprehensive job of identifying opportunities for improving the way of the local issues. He or she has to do the vital job of dealing with the aspects of the business management world working on a satellite basis. At the same time it does not imply to lose focus on the most important elements.

Distribution branch manager duties and responsibilities

The responsibilities of a distribution branch manager are quite diverse.  Most employers will require the following responsibilities:

  • As it is the job of a branch manager so will have to be responsible for the day to day management of the branch.
  • He or she needs to be involved in the day to day supervision of the team.
  • He or she needs to hold regular liaison meetings with the district manager and with other clients.

Distribution branch manager skills and specifications

To be an effective distribution branch manager the candidate needs to possess some of these skills and specifications:

  • The candidate should have the ability to  manage large scale projects properly and effectively.
  • He or she needs to have exceptional supervisory skills to supervise a large team and the tasks.
  • The person needs to have a very good understanding of the operations that the company is involved in.
  • The qualifications for a distribution branch manager needed a degree in general management.
  • The industry related qualifications and the diploma might be sufficient for certain industries.
  • The most required qualification is of the personnel management.

Distribution branch manager education and qualification

Distribution branch manager salary

The salary of a distribution branch manager basically depends up on the size of the institution, experience, negotiation and many other factors.

  • The salary for a distribution branch manager starts at about $85,000 for the small outfits.
  •  The candidate can go right up to $250,000 if dealing with a very large organization.
  • The candidate must discuss requirements with the relevant parties. It is important to have a development plan as well.

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