ZipRecruiter

Log In

Core-Mark
Core-Mark

49 Core-Mark Division Manager Jobs Hiring Near You

Crown Mechanical

HVAC Division Manager

Mint Hill, NC · On-site

$85K - $88K/yr

Core Purpose To run the division as a complete operating business unit by owning field execution ... Directly lead and manage division technicians. * Set expectations for work quality, productivity ...

Performance Food Group

Credit Manager

Fort Worth, TX · On-site

The Credit Manager will oversee the work of the credit analyst(s) and work closely and proactively with Core-Mark employees at both the Corporate and Division level. Responsibilities: The Credit ...

Tstc

The Manager, Divisional Programs & Integration serves as a people leader responsible for ... division. Essential Functions The employee will demonstrate TSTC's Core Values of Excellence ...

previous page

Showing results 41-49

All JobsCore-Mark JobsCore-Mark Division Manager Jobs

Core-Mark Jobs Information

What is it like to work at Core-Mark?

Core-Mark is a company that values collaboration and innovation, fostering a dynamic work environment where employees can contribute to the growth and success of the organization.

As a leading distributor of consumer goods, Core-Mark operates a complex logistics network, employing a diverse team of professionals in various roles, including sales, operations, and supply chain management. The company's mission is to provide exceptional service to its customers, leveraging its extensive network and expertise to deliver products efficiently.

Working at Core-Mark may appeal to individuals who are passionate about logistics, customer service, and teamwork, as the company offers opportunities for professional growth and development in a fast-paced, ever-changing industry.

What makes Core-Mark an attractive place to work?

Core-Mark is a leading distributor of consumer goods and services in North America, with a long history of providing essential products to retailers and consumers. The company offers a dynamic work environment that values innovation, collaboration, and teamwork, with opportunities for employees to contribute to the development of new products and services. By joining Core-Mark, individuals can gain valuable experience and skills in the retail and distribution industry, with opportunities for professional growth and development in a stable and growing company.

Do workers at Core-Mark get paid breaks?

Yes. Most people get paid breaks.
73% of people say they get paid breaks.
Based on data from 48 people who took the Breakroom Quiz between June 2025 and May 2026.

Does Core-Mark pay people when they’re sick?

Yes. Most people get paid when they’re sick.
76% of people say they would get paid if they were sick but scheduled to work.
Based on data from 55 people who took the Breakroom Quiz between June 2025 and June 2026.

At Core-Mark, are sick days and vacation days separate paid time off?

Sick days and vacation days are separate paid time off.
71% of people say they don’t have to use vacation days when they’re out sick.
Based on data from 58 people who took the Breakroom Quiz between May 2025 and May 2026.

Is the health insurance from Core-Mark affordable enough for their workers?

Most people say the health insurance costs are okay.
93% of people say the health insurance costs are okay
Based on data from 56 people who took the Breakroom Quiz between May 2025 and May 2026.

Do people get paid time off at Core-Mark?

Most people get paid time off work.
93% of people say they get paid time off.
Based on data from 59 people who took the Breakroom Quiz between June 2025 and June 2026.

How far ahead of time do people find out their work schedule?

Most people find out their schedule less than four weeks ahead of time.
  • 83% of people with changing schedules find out their shifts one week or less ahead of time.
  • 10% of people with changing schedules find out their shifts two weeks ahead of time.
  • 3% of people with changing schedules find out their shifts three weeks ahead of time.
  • 3% of people with changing schedules find out their shifts four weeks or more ahead of time.

Based on data from 30 people who took the Breakroom Quiz between December 2024 and March 2026.

Do workers at Core-Mark worry about hours?

Most people don’t worry about getting enough hours.
67% of people report they don’t worry about getting enough hours.
Based on data from 54 people who took the Breakroom Quiz between March 2025 and March 2026.

Do Core-Mark workers get to choose the shifts they work?

Some people don’t get to choose which shifts they work.
56% report that they don’t have enough control over which shifts they work.
Based on data from 52 people who took the Breakroom Quiz between March 2025 and March 2026.

How easy is it for Core-Mark workers to change shifts?

Some people find it hard to change shifts.
51% of people report that it’s hard to change shifts if they need to.
Based on data from 35 people who took the Breakroom Quiz between November 2024 and March 2026.

How easy is it to get time off at Core-Mark?

Most people find it easy to get time off.
73% of people report it’s easy to get time off.
Based on data from 48 people who took the Breakroom Quiz between June 2025 and June 2026.

Do Core-Mark managers change schedules at the last minute?

Most managers don’t change people’s schedules at the last minute.
80% of people say their manager doesn’t change their shift schedule at the last minute.
Based on data from 59 people who took the Breakroom Quiz between March 2025 and March 2026.

Do jobs at Core-Mark spill into time workers aren’t paid for?

Rarely. The job doesn't usually spill into unpaid time.
20% of people report that their job takes up time that they don’t get paid for.
Based on data from 60 people who took the Breakroom Quiz between March 2025 and March 2026.

How easy is it to take sick days at Core-Mark?

Some people find it hard to take sick days.
35% of people report that it’s hard to take time off if they are sick.
Based on data from 49 people who took the Breakroom Quiz between June 2025 and June 2026.

Is working at Core-Mark good if you’re a parent or caregiver?

Only some parents and caregivers say this is a good place to work.
43% of people who care for a child or other relative report this isn’t a good place to work.
Based on data from 35 people who took the Breakroom Quiz between November 2024 and April 2026.

Do people at Core-Mark feel treated with respect by their managers?

Some people don’t feel treated with respect by their managers.
35% of people say they’re not treated with respect by their managers.
Based on data from 49 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people at Core-Mark get to take their breaks without interruption?

Most people get breaks without interruption.
69% of people report that they get to take their breaks without interruption.
Based on data from 49 people who took the Breakroom Quiz between June 2025 and June 2026.

Is it stressful to work at Core-Mark?

Most people feel stressed out here.
81% of people say they often feel stressed out at work.
Based on data from 57 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people at Core-Mark enjoy their jobs?

Only some people enjoy their job.
37% of people report they don’t enjoy their job.
Based on data from 38 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people at Core-Mark recommend working with their team?

Only some people recommend working with their team.
65% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 60 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people get enough training when they start at Core-Mark?

Some people didn’t get enough training when they started.
50% of people report they didn’t get enough training when they started working here.
Based on data from 58 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people get support to advance at Core-Mark?

Only some people are given support to advance their career here.
In the last year, 61% of people report not being given support to advance their career here.
Based on data from 54 people who took the Breakroom Quiz between June 2025 and June 2026.

Do people think Core-Mark’s headquarters understands what’s happening where they work?

Most people think headquarters doesn’t understand what’s happening where they work.
88% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 51 people who took the Breakroom Quiz between June 2025 and June 2026.

Do workers feel well informed about how Core-Mark is doing?

Only some people feel well informed about how the company is doing.
54% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 52 people who took the Breakroom Quiz between June 2025 and June 2026.
What other companies are hiring for Division Manager jobs?

Future Opening: Division Manager - Industrial

Cooper Tacia General Contracting Company

Atlanta, GA

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 26 days ago

Job description

Benefits:
  • 401(k)
  • 401(k) matching
  • Bonus based on performance
  • Company car
  • Company parties
  • Competitive salary
  • Dental insurance
  • Health insurance
  • Paid time off
  • Profit sharing
  • Vision insurance
  • Signing bonus
General Description:
Without exception the Division Manager runs their own business inside of the Cooper Tacia umbrella and is responsible for all aspects thereof. Without regard to priority, the list of responsibilities includes full P&L responsibilities by setting goals and ensuring the division meets the financial benchmarks as well as create and manage division plans, budgets, enforce policies, manages recruitment and associated personnel duties. The Division Manager is accountable for ensuring all staff performs as well as being the face of Cooper Tacia in their market and should be recognized as such both business wise and civic wise.
Position Requirements:
Education/Experience:
  • Bachelor's degree business, engineering or construction management with extensive experience in running all aspects of construction. A keen understanding of business and risk management is expected.
    • Minimum of 2-years experience running a general contracting business or construction business unit (construction) with full P&L responsibility.
    • Advanced business degree is preferred
  • Required Software Proficiency:
    • Office Suite
    • Procore
    • Sales Force (CRM software)
    • BlueBeam / Acrobat
    • Acumatica (accounting)
Duties and Responsibilities:

  • Full P&L Responsibility
    • Reporting as required
  • Direct oversight of office staff, precon lead(s), business development lead(s), project management lead(s), etc.
    • Full hiring / firing / advancement / training / etc responsibility
    • Making our teams & people accountable
    • Winning business is a fundamental responsibility. With the support of project executives, precon and business development you are fully responsible for your pipeline.
    • You are the ultimate Precon Leader
    • You are the ultimate BD Leader
    • You are the ultimate Project Operations Leader
    • Cooper Tacia has to become a go to for local work that utilized CM@R and Design-Build delivery methods. Our future relies on becoming a trusted partner with owners, developers and architects in the areas we serve.
    • Cooper Tacia has to be a recognized force when bidding local work. Getting to know key players at the municipalities is important.
  • Project execution is your responsibility and paramount to our growth. We have to consistently complete projects on time and maintain profitability while also building relationships with the design teams and the client.
    • Seamless project teams that work together from inside the office to the field is core responsibility.
    • Ensuring all legal issues are addressed
  • Development of operating budgets as well as tracking.
    • Individual department budgets that support our growth and planning while also empowering our department leaders.
  • Planning for the future is essential, our business can't existing and grow without a plan.
    • 1-year plan
    • 3-year plan
    • 5-year plan
  • You are the public spokesman for the Business Unit you manage. Attending public meetings and being involved in the process in the areas we do business.
    • Fulfill the company's civic duties
  • Other tasks / initiatives as requested by the corporate management.
  • Our future is the development of our teams. Actively push your own development while also pushing the development of your leaders who foster the same with their teams.
    • Working with HR to ensure staffing goals are met and we continually attract the right talent
    • While each individual is responsible for their development, we should be pushing our leaders to pay attention to development.
    • Training, tips, suggestions as well as requesting opportunities for your own development.
  • Our culture is very important, get involved, get your teams involved, create opportunities to develop your teams socially so work is challenging and everyone can have a litte fun!
Reports To:
  • Regional President
Coordinates / Assist:
  • COO & CEO
We are an equal opportunity and drug-free workplace. Pre-employment drug screening required.

Disclaimer: The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification.  They are not to be construed as an exhaustive list of responsibilities, duties and skills required.  Personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.


Join the Cooper Tacia General Contracting Company Team

At Cooper Tacia General Contracting Company, we believe in building excellence from the ground up. Our story began in 1996 with John Cooper and Chris Tacia, two high school students who transformed a firewood business into a leading construction company. Today, we deliver top-quality projects across the southeast United States.
Why Work with Us?
We value innovation, collaboration, and professional growth. Here's why you should consider a career with Cooper Tacia:
  • Diverse Projects: Work on a wide range of projects, including manufacturing facilities, office buildings, government and education facilities, restaurant and retail spaces, apartment complexes, and water treatment plant upgrades.
  • Career Development: We are committed to your growth, offering opportunities for continuous learning and advancement.
  • Supportive Environment: Join a team of dedicated professionals who are passionate about what they do.
  • Excellence in Every Project: Contribute to high-quality projects that make a real impact.
  • Competitive Benefits and Compensation: Enjoy a comprehensive benefits package, including health insurance, retirement plans, paid time off, and competitive salaries. We pay 100% of employee benefits for the employee only, offer a 401(k) with a 3% match, 10 days of PTO, and paid holidays.
Explore Career Opportunities
We are always on the lookout for talented individuals to join our team. Whether you're an experienced professional or just starting your career, we have opportunities that can help you grow and succeed.

(if you already have a resume on Indeed)

Or apply here.

* required fields

First Name*
Last Name*
Email*
Phone*
Yes, Text Me!

I consent to receiving text messages about this hiring process and, if hired, future job related information from Cooper Tacia General Contracting Company.

Message and data rates may apply. Message frequency varies. Reply STOP to opt out. Reply HELP for help. See our User Terms of Service and Privacy Policy for details.
Get faster updates with texting!Message and data rates may apply. Message frequency varies. Reply STOP to opt out. Reply HELP for help. See our User Terms of Service and Privacy Policy for details.
Location
Address
City
StatesState Alabama Alaska American Samoa Arizona Arkansas California Colorado Connecticut Delaware Dist. of Columbia Florida Georgia Guam Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Marshall Islands Massachusetts Michigan Micronesia Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Northern Marianas Ohio Oklahoma Oregon Palau Pennsylvania Puerto Rico Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Virgin Islands Washington West Virginia Wisconsin Wyoming
ZIP Code
Resume/CV *
Upload File
Or
Type/Paste Text
Cover Letter
Upload File
Or
Type/Paste Text
Recent Job Title
Recent Employer
Do you have at least 2 years experience running a general contracting business or construction business unit?* Yes No

U.S. Equal Opportunity Employment Information (Completion is voluntary)

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Gender Female Male X Decline To Self Identify
Race/Ethnicity Hispanic or Latino White (Not Hispanic or Latino) Black or African American (Not Hispanic or Latino) Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) Asian (Not Hispanic or Latino) American Indian or Alaska Native (Not Hispanic or Latino) Two or More Races (Not Hispanic or Latino) Decline to Self Identify
Disability Status

Form CC-305
OMB Control Number 1250-0005
Expires 4/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your "major life activities." If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar dis...

Apply