Assistant Store Manager - South San Francisco at The Salvation Army USA Western Territory

THE SALVATION ARMY "DOING THE MOST GOOD"

ASSISTANT STORE MANAGER - SOUTH SAN FRANCISCO

PAY RATE: $19.57 Hourly, Benefit Eligible

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.

THE SALVATION ARMY MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

POSITION OBJECTIVES:

1. To provide customers with the best selection, exceptional service and well-organized stores so we can offer spiritual, social, and rehabilitation programs to those in need.
2. Accountable for meeting store sales and income budget expectations while managing expenses to maximize profitability.
3. Create a positive and mentoring environment for Beneficiaries (ARC rehabilitation program participants) through collaboration and partnership with program staff.
4. Implement positive and effective Work Therapy Assignments (WTA) and keep Beneficiaries on the right track and focus where they need to improve.

QUALIFICATIONS:

1. High School Diploma or equivalent required
2. Minimum of 2 years previous Retail Management/Supervisory experience (thrift preferred).
3. Basic understanding of office applications, including MS Office (Word, Excel, Outlook)
4. 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.
5. Must pass background check, which will include Criminal History and Sex Offender Registry.
6. Ability to communicate effectively with management, store employees, customers and donors.

PHYSICAL REQUIREMENTS:

1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
2. 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.
3. Ability to lift up to 50 lbs.
4. Ability to perform various repetitive motion tasks.

CORE COMPETENCIES:

1. Problem Solving: Promptly identify & resolve problems; gather and analyze information to develop solutions.
2. Oral Communication: Speak professionally, clearly, and persuasively in a variety of potentially challenging situations; seek clarification and respond appropriately to questions.
3. Written Communication: Write clearly and informatively; edit work for spelling and grammar; Present numerical data accurately; Read and interpret written information.
4. Teamwork: Balance team and individual responsibilities; Build a positive team spirit, morale, and group commitment to established goals, core values and objectives.
5. Project Management: Prioritize and plan work activities; use time efficiently; Organize work schedules of others and assign tasks. Follow up to ensure accountability.
6. Managing People: Include staff in planning, decision-making, facilitating, and process improvement. Be available and present to staff; provide regular performance feedback; help develop subordinate's skills and encourage growth; Improve processes, products, and services. Delegate work assignments; Match responsibilities to the right people; Set expectations and monitor delegated activities.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

1. 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.
2. Assumes responsibility for all day-to-day store operations (including personnel and cash handling duties) in the absence of the Store Manager.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
8. BRP (Back Room Processing) - Supporting the Store Manager to ensure Back Room Processors/Warehouse Associates are working effectively and efficiently meet daily processing goals.
9. Responsible for supervision, support, and conduct reporting of program Beneficiaries if or when Work Therapy Assignments are put in place.
10. 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.
11. The building must be secured during non-operating hours with alarm system arming and alert protocol.
12. 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 Manager's absence.
13. May transfer or be relocated to other stores based on business needs.
14. Completes all tasks (written or verbal) as assigned by the District Sales Manager, Command Retail Directors and Command Administration.

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.

Behaviors:

1. Leader - Inspires teammates to follow them
2. Innovative - Consistently introduces new ideas and demonstrates original thinking
3. Enthusiastic - Shows intense and eager enjoyment and interest
4. Detail Oriented - Capable of carrying out a given task with all details necessary to get the task done well
5. Dedicated - Devoted to a task or purpose with loyalty or integrity

Motivations:

1. Self-Starter - Inspired to perform without outside help
2. Goal Completion - Inspired to perform well by the completion of tasks
3. Flexibility - Inspired to perform well when granted the ability to set your own schedule and goals
4. Ability to Make an Impact - Inspired to perform well by the ability to contribute to the success of a project or the organization

Education:

1. GED (required)
2. High School or Equivalent (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)