If you are good at managing people and relish variety in your life, consider becoming U-Haul Company’s newest Field Relief Manager. As a Field Relief Manager, you will fill in for vacationing General Managers at U-Haul centers in your area, providing coverage as needed to deliver exemplary customer service.
***Starting Salary at $50,000+ per year based on qualifications***
U-Haul offers its Field Relief Managers:
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Full medical coverage, if eligible
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Prescription plans, if eligible
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Dental and vision plans
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Registered Dietitian Program, if eligible
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Gym Reimbursement Program
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Weight Watchers, if eligible
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Virtual doctor visits
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Career stability
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Opportunities for advancement
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Valuable on-the-job training
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Tuition Reimbursement Program
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Free online courses for personal and professional development at U-Haul University®
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Business-travel insurance
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You Matter Employee Assistance Program
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Paid holidays, vacation and sick days, if eligible
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Employee Stock Ownership Plan (ESOP)
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401(k) savings plan
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Life insurance
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Critical illness/group accident coverage
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24-hour physician available for kids
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MetLaw Legal Program
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MetLife auto and home insurance
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Mindset App Program
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Discounts on cell phone plans, hotels and more
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LifeLock identity theft protection
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Savvy consumer-wellness programs - from health-care tips to financial wellness
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Dave Ramsey’s SmartDollar Program
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U-Haul Federal Credit Union membership
Field Relief Manager Primary Responsibilities:
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Provide coverage for General Managers on leave by enforcing policies, inventory practices, etc.
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Review implementation and assist at centers to stay apprised of all programs.
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Participate in ongoing continuous U-Haul education through U-Haul University.
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Hire and educate new team members.
Minimum Requirements:
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1-3 years of management experience in retail or other service industry with responsibility for financial results and customer satisfaction
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Previous management proficiency in high-volume retail with profit and loss (P&L) accountability
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Valid driver’s license and the ability to maintain a good driving record
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Able to work weekends and holidays
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Computer expertise
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High school diploma or equivalent
Work Environment:
The work involves moderate risks or discomfort which requires special safety precautions, e.g., working around moving parts, machines, fumes or irritant chemicals. May be required to use protective clothing or gear such as masks, goggles, gloves or shields.
Physical Demands:
The work requires some physical exertion such as long periods both indoors and outdoors while remaining stationary, traversing spaces, repositioning to reach and use tools, and moving a minimum of 50 lbs. assisted or unassisted.
U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis.
Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis.
U-Haul co-founders L.S. "Sam" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born.
U-Haul Holding Company and its family of companies, including U-Haul, have strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020.
