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Discover Goodwill of Southern & Western Colorado Manager III, Laundry GM in Colorado Springs, Colorado



The Manager III, Laundry GM manages the efficient operation of all aspects of the Fresh Start Laundry. This includes concentrating on the fulfillment of customer quality needs and production operation to ensure the fullest utilization of assigned staff and people with disabilities.


Bachelor’s Degree in related industrial or business field preferred. Certification by the Association of Linen Management to be obtained within the first six months of employment, based on training availability. A minimum of two year’s experience managing professional, technical, or supervisory personnel. Must possess exceptional organizational skills. Must be able to travel and perform site visits with customers.

The incumbent must be versed in all aspects of production and personnel management. The General Manager will develop relationships with all business customers to understand their requirements and expectations.

Some travel may be required as necessary to build relationships with customers and other laundry services for education purposes, to include the Source America Academy.


Manage Laundry Operations

The General Manager is responsible for the over site of the business functions and the production effort including strategic planning, production scheduling, quality control, proper inventory and accounting processes, pick-up and delivery of materials, and record maintenance required by Federal, State Laws, or Commission on Accreditation of Rehabilitation Facilities (CARF) standards. The incumbent will develop an annual budget and capital budget and participate in long-range planning for future growth and development. The General Manager is responsible for the overall profit and loss of the laundry. The incumbent will oversee the facility engineering team to ensure laundry equipment and facility are in best operating condition. The GM should have knowledge of process improvement and be able to perform data analytics.

Overall Support and Quality Focus

The General Manager will create an environment that supports innovation, continuous improvement and appropriate risk taking. The incumbent will lead efforts to improve or streamline processes and adopt best practices. The incumbent will conduct site visits with customers quarterly, or as needed. The General Manager will attend professional meetings and conferences when appropriate. The incumbent will implement performance standards to ensure a smooth flow of work while meeting deadlines and maintaining a balanced workflow. The General Manager will assure the premises are safe and secure and that all safety practices are observed. The incumbent will pay particular attention to customer comments, complaints, suggestions, even those of most seemingly minor nature and respond appropriately to strengthen Goodwill of Colorado’s image and position with the customer.

Staff Development

The General Manager must have the ability to motivate the members of the laundry team and support their development through appropriate and effective supervision and guidance. In addition, the General Manager will be providing work direction and guidance to the production staff and supervisors and must be committed to providing timely feedback regarding the quality of task completion. The incumbent must work to create an environment of “Teamwork and Trust” throughout the Laundry Services. The General Manager will be responsible for completing performance reviews for each direct report per the performance review guidelines of the company.


The General Manager will ensure that the laundry is in compliance with all regulations, to include Ability One, Department of Labor, Colorado Division of Rehabilitation, and CARF. This includes being prepared for any audits.

Relationship Management

The General Manager must have outstanding customer service skills and is responsible for establishing and maintaining a positive and professional relationship with all customers and vendors. The incumbent must also partner with internal customers by communicating changes in direction, and implementation of issues requests for assistance to achieve department goals.

Research and Industry Involvement

The General Manager will keep current on new developments in laundry methods and adapt such improvements as seen desirable to the operation of the laundry. The incumbent must be proficient and aware of the status of EEOC, OSHA and Federal, State and Local regulatory requirements as well as hospital infection control requirements. In addition, the General Manager will communicate and network with other laundry services to keep abreast of changes in the industry.

Physical Requirements

Attachment to Job Description

Guide to Physical Requirements:

• Continuously (5-8 hours)

• Frequently (3-4 hours)

• Occasionally (1-2 hours)

• Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs & over -

Moderate: 15-44 lbs - OCCASIONALLY

Light: 14 lbs & under -


Heavy: 45 lbs & over -

Moderate: 15-44 lbs - FREQUENTLY

Light: 14 lbs & under -



Above Shoulder - OCCASIONALLY


Below Shoulder - OCCASIONALLY






Use of legs only (stairs) - FREQUENTLY

Use of arms & legs (ladders) -



Visual, close - FREQUENTLY

Visual, distant -

Visual, depth perception -


Simple grasping - FREQUENTLY

Fine Manipulation -

Repetitive Movements -





OTHER, please describe -

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or

We promote a Safe & Drug-free Workplace.

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)