Operations Manager-Managing Project Managers-Door, Frames, & Hardware Experience is a Plus

The DH Pace Company is a family-owned and privately held business with annual sales over $1 billion through 60+ offices located across the continental United States. The Company is an industry leader in the distribution, installation, maintenance, and repair of a complete range of commercial, industrial, and residential door, docking and security products. In 2026, DH Pace is celebrating its 100^th anniversary in business.

DH Pace Company, Inc. in Atlanta, Georgia is hiring an Operations Manager for our growing Entry Door Division. The manager working in this role will assist with large projects and oversee Project Managers and Managers within this group. A successful Operations Manager will have experience managing team(s) of people and projects, as well as a sales acumen.

• →Manage day-to-day operations for various customers
• →Ensure that projects are completed timely, below budget, and to the satisfaction of the customer
• →Manage and improve operational processes and procedures
• →Work closely with other teams to drive sales across the department
• →Review monthly financial/operational reports
• →Assist with hiring, training, and developing employees
• →Employee performance management and coaching
• →Additional responsibilities as assigned

• Bachelor’s degree preferred with a minimum 3 years’ performance as a manager
• Door, Frame, and Hardware experience and/or Division 8 experience highly preferred.
•  Provider industry with familiarity and knowledge of construction project management and installation of building materials
• Possess an ability for technical applications, mechanical/electrical systems and problem solving
• Must enjoy a high level of activity in a hands-on environment where there is an emphasis on meeting deadlines and providing unmatched customer service

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)