P1 Service Group

• Define and own the sales performance framework across all three audiences for a platform spanning multiple trades and markets • Identify underperforming branches, diagnose root cause, and execute targeted interventions with measurable outcomes • Partner with branch General Managers and ops leadership to set revenue performance expectations and build accountability systems that outlast your visits • Conduct regular branch visits - ride-alongs with technicians, live call listening with CSR teams, and in-home shadowing with comfort advisors • Coach in real time, not just debrief after the fact - observe, score, adjust, and re-score on a defined cadence per branch • Certify branch readiness before deploying new playbooks; ensure GMs are reinforcing standards between visits • Build and own a trade-specific training library across HVAC, plumbing, and electrical with purpose-built content by role and audience • Write CSR call scripts, objection handling frameworks, good/better/best option presentation guides, and membership pitch scripts • Record role-play demonstrations for LMS use - strong, average, and weak examples - so the standard is shown, not just described • Audit existing playbooks, preserve what works, rewrite what doesn't, and build a content roadmap to close identified gaps • Package training content into role-specific reference cards, script summaries, and coaching guides for branch managers to deploy and reinforce independently • Build and own role-specific onboarding tracks for technicians, CSRs, and comfort advisors with defined milestones and certification gates before field deployment • Ensure new hires are tested, observed, and certified - not just checked off on a form • Own the LMS - structure, sequencing, version control, and role-based tagging • Convert tribal knowledge and informal playbooks into documented, scalable systems accessible to all branches • Use ServiceTitan and performance data to identify training gaps and build targeted content to close them

• Audit and remediate existing ServiceTitan configurations across all OpCo instances — identify gaps, inconsistencies, and revenue leakage in current setup • Design and document the Columbia ST standard: job types, price books, dispatch boards, membership structures, reporting taxonomies, and integration logic • Own the ST onboarding playbook for acquired companies — from day-one data migration through full integration to platform standard • Manage 2 direct reports and a network of ST contractors; set their priorities, QA their work, and hold them accountable to timelines • Partner with GMs and field operators across OpCos to drive adoption — including change management in markets where operators have run their own way for 20+ years • Build the reporting infrastructure that gives leadership real-time visibility into booking rates, technician productivity, revenue per truck, and membership penetration • Evaluate and manage integrations across the tech stack — phone systems, marketing attribution, financing, and BI tools • Lead the phased consolidation from separate ST instances to a unified platform architecture as the business scales

• You are the engine behind HR execution • Recruiting Coordination: Post jobs, track candidates, and manage communications with consistency • Maintain ATS data accuracy from application through hire • Prepare offer letters, onboarding paperwork, and screenings • Coordinate onboarding logistics with precision and follow-through • Track recruiting metrics and keep data clean and reliable • Payroll Administration: Process weekly payroll with a zero-error mindset • Audit timekeeping and resolve discrepancies before submission • Maintain employee payroll changes accurately and on schedule • Handle garnishments and wage assignments with compliance focus • HR Systems: Maintain clean, accurate employee data across all HR records • Generate reports and support operational decision-making • Troubleshoot employee access and system questions • Identify opportunities to improve workflows within the system • HR Operations Support: Maintain confidential employee records with strict attention to detail • Process verifications, unemployment claims, and workers’ comp intake • Support leave tracking and benefits administration logistics • Assist with audits, compliance documentation, and reporting • Respond to routine HR questions with professionalism and discretion

• Conduct regular branch visits including ride-alongs with technicians, live call listening with CSR teams, and shadowing sessions with comfort advisors • Provide real-time, in-the-moment coaching — observe, score, coach, and re-score on a defined cadence • Certify branch and employee readiness before deploying new playbooks or scripts • Partner with branch General Managers to reinforce training standards between visits • Build and maintain a trade-specific training library (HVAC, plumbing, electrical) with purpose-built content by role • Write CSR call scripts, objection handling frameworks, good/better/best option presentation guides, and membership pitch scripts • Record role-play demonstrations for LMS use, including strong, average, and weak examples • Audit existing playbooks — keep what works, rewrite what doesn't, and build a content roadmap to close gaps • Produce ride-along scorecards, field reference guides, and coaching checklists for branch managers to use independently • In-Home Comfort Advisors: full-cycle sales process, discovery questioning, proposal delivery, financing conversations, and follow-up cadence • Technicians: in-home presentation skills, options-based selling, membership upsell techniques, and trust-building by trade • CSRs / Booking Agents: call conversion, scripting, urgency creation, price objection handling, and appointment accuracy • Convert tribal knowledge and informal playbooks into documented, scalable systems • Use performance data to identify training gaps and build content to close them • Package training content into role-specific reference cards, script summaries, and coaching guides for branch managers to deploy and reinforce independently

• Process weekly multi-state payroll using ADP Workforce Now (WFN) • Maintain and update employee payroll records to ensure accuracy and completeness • Verify hours worked, deductions, bonuses, commissions, and PTO adjustments • Ensure compliance with federal, state, and local wage and hour laws • Prepare and distribute payroll reports and summaries as needed • Respond promptly and professionally to employee payroll inquiries • Support HR and Finance teams with payroll audits, reporting, and other related tasks • Assist with payroll integration for newly acquired operating companies