Description

APPLICATION DEADLINE: November 27, 2024

Goodwill of Colorado is seeking a qualified, motivated, Retail Assistant Manager to join our retail management strength as a Bench/ Floating Assistant Store Manager in Region #2. Do you have management/supervisory experience in retail, restaurant, hospitality, production or similar industries? Do you have significant customer service, financial/monetary, production/inventory, and staff management experience? Have you lead a team of 20 to 30 employees? Our Assistant Manager position may be the opportunity for you!! Our Assistant Store Manager would be hired to support our Region 3 Retail Stores. Geographically we will be looking for the South Denver Metro Area including Aurora, Castle Rock, Englewood, Highlands Ranch, Littleton and Parker!

Minimum Pay starts at $55,000 annually DOE.

Full Time employees in Retail are eligible for Medical, Dental, Vision, Short Term Disability, Life/Accidental Death and Dismemberment, Flexible Spending Accounts, Long Term Disability, and several voluntary supplemental benefit offerings. In addition, these positions are eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave. All employees may also make pre-tax or post-tax (Roth) contributions to our retirement plan – must be 18 years of age to participate. Goodwill of Colorado is a Public Service Loan Forgiveness Program (PSLF) eligible employer.

Goodwill changes lives across Colorado! With more than 20 programs serving individuals who have a disability, those with barriers to employment and seniors, we are always looking for team members who are passionate about being part of our mission: helping individuals achieve greater independence.

JOB SUMMARY:

The Assistant Manager, Retail Center will manage the daily operations of a Retail Center, in an Assistant Manager role. The Assistant Manager acts as Retail Center Manager in the Manager’s absence.

As a Retail Center Assistant Manager, you will support your Retail Center’s responsibility for meeting financial goals to generate the income and donations necessary to support the mission operations and community programs provided by Goodwill of Colorado. Assistant Managers must be empowering leaders who not only have the ability to operate and manage several diverse departments within the Retail Center but also have the ability to inspire and develop their staff. Assistant Managers must be hands-on professionals who take an active role by “rolling up their sleeves” to achieve success.

The Assistant Managers will be held accountable for their performance and along with their Retail Center Manager will be held accountable for the performance of their Retail Center. An Assistant Manager must have the ability to accomplish profitability through managing daily operations such as merchandising, donation collection, loss prevention, point-of-sale systems, product quality control, product ‘sweet-spot’ pricing, build community rapport, and customer relations with an ‘Attitude of Gratitude’, and empower staff and employees to create and accomplish both professional and personal goals. In addition, the Assistant Manager will support the Retail Center Manager’s responsibilities for budgeting, financial reporting, and profit and loss.

Goodwill Retail Centers must successfully collect donations, produce products/merchandise from those donations, manage waste, recycling, warehousing, and merchandising of donated products, price competitively and provide excellent customer service to achieve optimal performance.

Working with a team of retail professionals, you will help ensure we make the best use of our resources to help achieve our mission of helping people within our community reach their highest level of personal and economic potential. The Assistant Managers will be team players who can manage change while motivating and inspiring others.

ESSENTIAL FUNCTIONS:

• Work closely with the Retail Center Manager to achieve goals and objectives and to increase sales and donations.

• Recommend changes to operational procedures in order to achieve maximized expense to revenue ratios.

• Promote safety for all employees, ensuring that your store adheres to Occupational Safety and Health Administration (OSHA) and CARF standards. May be the Safety Representative for the Retail Center on the Operations and Sales Safety Sub-committee.

• Maintain a functional awareness of competition and retail trends, being able to suggest appropriate courses of action.

• Maintain a strong knowledge of the Point-Of-Sale System.

• Empower, lead, and manage Retail Center staff, ensuring safety, productivity, and success.

• Oversee daily operations of all Retail Center functional areas to include: sales floor, store front, donation center, production areas, moving product internally, and storage facilities.

• Directly responsible for the hiring, performance management, employee goal setting and recommendations toward termination related to the employees in at least one (1) department.

• Maintain up-to-date knowledge of and adhere to Goodwill policies, the Employee Handbook, safety standards, and all numbered/supplemental policies.

• Partner with the Retail Center Manager to conduct meetings for employee training, awareness, and knowledge transfer.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

• A High school diploma or equivalent is required; some college is preferred.

Experience:

• At least 2 years supervising retail operations (or similar) with experience of being held accountable and responsible for the success of the business, operations and financial results of a function or department.

Other:

• Organizational skills to manage multiple projects, people, and Retail Center functions.

• The ability to work within a deadline-pressured environment.

• An understanding of marketing and retail principles.

• An understanding of production processes and environment, including deadlines, quality control, working in a quick and efficient manner and empowering staff to produce product in a timely manner.

• The ability to create, review and understand statistical information to increase the success of the Retail Center.

• The ability to understand, analyze and scrutinize financial statements.

• Must possess the ability to adapt, adjust, and mold to changing circumstances.

• The ability to make difficult choices and be accountable for overall Retail Center performance.

• The ability to train, develop, and recognize talent and leadership.

• Empower your team to manage and lead their departments or functional areas.

• Effective verbal and written communication skills.

• The ability to communicate upwards, downwards, and lateral in an effective manner.

• An interest and empathy for people with disabilities and disadvantages.

• Ability to work varied schedules to include weekdays, weekends, evenings, and holidays. In coordination with the Retail Store Manager must be able to work any hours necessary to provide complete store coverage and supervision.

• The incumbent will be required and must have the ability to drive for company business*.

*Per auto vehicle insurance carrier requirements: For applicants/employees to qualify for inclusion on the Goodwill driver insurance schedule, for purpose of driving Goodwill fleet vehicles, they must be at least:

• 19 years of age (not engaged in passenger transportation),

• 25 – 70 years of age for all passenger transportation services,

• 21 years of age for CDL.

Applicants/employee will be required to undergo a Motor Vehicle Record (MVR) check and background check; applicants/employees must disclose all moving traffic violations or vehicle crashes (within the last three (3) years)(Note: not all violations are a disqualification for employment and each case will be reviewed by the insurance carrier); must have valid Colorado State driver license; must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.

Applicant/employees using their personal vehicle for company business, must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition.

Core Competencies:

• Communication, Level 2

• Customer Focus, Level 2

• Excellence, Level 2

• Knowledge and Skills, Level 2

• Teamwork, Level 2

• Trust, Level 2

• Decision Quality, Level 2

Functional Competencies:

• Results

This position offers you the opportunity to play an influential and visible role as our company grows. Training will begin immediately to prepare you to be responsible for effective and efficient management of a Store.

To excel in this role you will have the ability to combine business acumen with strong and proven people skills. You will also need to take a hands-on approach and contribute beyond your job description, as everyone at Goodwill of Colorado does. If this sounds like the right mix of challenge and opportunity for you, and you meet the minimum qualifications, we want to hear from you!

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 www.dhs.gov/E-Verify

We promote a Safe & Drug-free Workplace.

Physical Requirements

Attachment to Job Description

Position: Assistant Store Manger Dept. Number: 1300

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 - OCCASIONALLY

Moderate: 15-44 lbs - OCCASIONALLY

Light: 14 lbs & under - FREQUENTLY

CARRYING:

Heavy: 45 lbs & over - OCCASIONALLY

Moderate: 15-44 lbs - OCCASIONALLY

Light: 14 lbs & under - FREQUENTLY

PUSHING/PULLING - FREQUENTLY

REACHING:

Above Shoulder - OCCASIONALLY

At Shoulder - FREQUENTLY

Below Shoulder - OCCASIONALLY

TWISTING - OCCASIONALLY

BENDING - OCCASIONALLY

KNEELING/CRAWLING - OCCASIONALLY

SQUAT - OCCASIONALLY

CLIMBING:

Use of legs only (stairs) - OCCASIONALLY

Use of arms & legs (ladders) - OCCASIONALLY

HEARING - CONTINUOUSLY

VISION:

Visual, close - FREQUENTLY

Visual, distant - OCCASIONALLY

Visual, depth perception - FREQUENTLY

HANDS/FINGERS:

Simple grasping - FREQUENTLY

Fine Manipulation - CONTINUOUSLY

Repetitive Movements - CONTINUOUSLY

WALKING - FREQUENTLY

STANDING - FREQUENTLY

SITTING - FREQUENTLY

SPEAKING - CONTINUOUSLY

OTHER, please describe - OCCASIONALLY - Driving

Qualifications

Behaviors

Required

• Dedicated: Devoted to a task or purpose with loyalty or integrity

• Enthusiastic: Shows intense and eager enjoyment and interest

• Team Player: Works well as a member of a group

Motivations

Required

• Goal Completion: Inspired to perform well by the completion of tasks

• Self-Starter: Inspired to perform without outside help

• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Education

Required

• High School / GED or better

Preferred

• Some college or better

Licenses & Certifications

Required

• Driver's License

Experience

Required

• 2-3 years: Management/Leadership

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)