Store Assistant Manager - Glendale Store

The Salvation Army USA Western Territory
paid time off, retirement plan
United States, California, Glendale
Nov 10, 2024
Description Rate: $19.00 per hour ABOUT THE ARC The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees. ABOUT OUR RETAIL TEAM Become part of the dedicated Retail Team at The Salvation Army! Together we can continue to serve and impact our local community, through the commitment to " *Do The Most Good" at our West Covina Thrift Store, which supports the Adult Rehabilitation Program. This is an opportunity to promote a positive shopping/donor experience, enhance customer service, problem-solving and teamwork skills, while contributing to the success of our Program and its participants. EMPLOYEE BENEFITS OFFERED:* Opportunity for career growth. Paid time off. Employee Discounts. Employee Referral Bonuses. Monthly management incentive bonus. Medical, Dental, and Vision. Retirement Plan. AFLAC. Employee Assistance Program. (EAP) As our enthusiastic and hardworking ASSISTANT STORE MANAGER, you will be responsible for (but not limited to): Takes an active role and partners with the Store Manager in the day-to-day operation of the store. These routines include opening and closing procedures, point of sale operations, inventory management and rotation, ARC merchandising standards (CNO Standards) and donations. Assumes responsibility for all day-to-day store operations (including personnel and cash handling duties) in the absence of the Store Manager. Assists Store Manager to monitor and analyze key performance indicators to drive store sales and increase profitability as projected by budget and goals set by Command Retail Directors and Command Administration. In the absence of Store Manager - Schedule Store Employees to ensure appropriate coverage in store and donation center. Coordinate daily morning and shift change team meetings. Responsible for reviewing and maintaining accurate employee payroll records including daily monitoring of time and attendance edits. Assists Store Manager with the hiring, training and directing the store team to ensure proficiency of processes while also responsible for the development and performance coaching of all store employees. Communicate any personnel issues and performance results with Store Manager. May issue disciplinary warnings, conference reports, employee evaluations, and key performance results as needed in coordination with the Store Manager, HR Generalist and District Sales Manager. Ensuring high levels of Customer and Donor satisfaction through excellent service to meet their needs while also maintaining good Community relations. Develop strategies to improve service to maximize the customer experience. BRP (Back Room Processing) - Supporting the Store Manager to ensure Back Room Processors/Warehouse Associates are working effectively and efficiently meet daily processing goals. Responsible for supervision, support, and conduct reporting of program Beneficiaries if or when Work Therapy Assignments are put in place. Responsible for the protection and security of store currency, inventory, and property. This includes safe funds, bank deposits (including daily logging and completing cash deposits), products for sale, equipment, and building security. The building must be secured during non-operating hours with alarm system arming and alert protocol. Assures that safety measures are established and maintained consistent with ARC policy and governmental regulations, and that safety issues and incidents are reported immediately. Assists Store Manager with conducting and recording mandatory Weekly Store Meetings. Attends ARC Monthly Safety Meetings in Store Managers absence. May transfer or be relocated to other stores based on business needs. Completes all tasks (written or verbal) as assigned by the District Sales Manager, Command Retail Directors and Command Administration. Qualifications to be considered for this position: High School Diploma or equivalent. Minimum of 2 years previous Retail Management/Supervisory experience (thrift preferred). Basic understanding of office applications, including MS Office (Word, Excel, Outlook) Must hold a valid Driver's license, able to pass MVR report (required), able to show proof of insurance and have access to a motor vehicle. Must pass background check, which will include Criminal History and Sex Offender Registry. Ability to communicate effectively with management, fellow store employees, customers, and donors. Physical Demands: Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts. Ability to move product up to 50lbs. Ability to perform various repetitive motion tasks. Schedule Our stores operate 7 days per week. Work schedules are determined by Management and employee must be flexible to always ensure adequate store coverage. Full-time associates may be scheduled to work any full-time shift including evenings, weekends, and holidays. Qualifications Education High School or Equivalent (required) Experience Explanation for employment gaps (required) 2 years: Retail Management (required) Licenses & Certifications Driver's License (required) 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)