Resale Store Manager - Costa Mesa - Laura's House

STORE MANAGER

JOB DESCRIPTION

Be a part of a team making a real difference in the lives of those impacted by domestic violence. Our resale stores generate revenue enabling families in the community to receive the vital services they need. Join us and be apart of driving positive change in our community.

JOB SUMMARY:

The Store Manager at Laura's House is responsible for leading the sales team to deliver excellent customer service, drive sales, and maintain a positive shopping environment. They focus on developing employees, ensuring customer satisfaction, resolving issues, and fostering strong relationships with customers and donors. The Store Manager must also represent the agency in a professional and positive manner.

A highly successful Store Manager at Laura's House meets and exceeds sales, development, and management goals, adhering to organizational policies. They oversee team development through hiring, training, and coaching staff/volunteers. The Manager ensures efficient store operations by focusing on merchandise presentation, donor service, inventory control, cash management, and implementing policies. Additionally, they build and strengthen donor relationships, seek new partnerships, and participate in community outreach events as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Essential duties include, but are not limited to the following:

Sales

• Lead by example to meet or exceed sales goals (Sales per Hour, Average Transaction Value, Units per Transaction, Payroll, annual budget).
• Ensures that the store is inventoried, displayed, and properly staffed.
• Train employees in all aspects of the business

Customer Service

• Ensure an exceptional shopping experience by maintaining a fun, professional retail environment.
• Serve customers, donors, and volunteers courteously while promoting Laura's House and its cause.
• Handle donations with care and respect.
• Continuously coach employees on exceeding customer expectations.
• Maintain confidentiality of clients, customers and donors.

People Management

• Lead communication and teamwork within the team.
• Interview, hire, train, coach, and develop high-performing teams.
• Implement performance management guidelines and enforce policies with integrity.
• Motivate and reward positive behaviors and results.
• Track volunteer hours and assign duties based on qualifications and store needs.

Operational Management

• Train employees in merchandise processing, visual presentation, product delivery, safety protocols, and inventory management.
• Control expenditures through efficiency, scheduling and timecard management.
• Ensure inventory quality by adhering to standards and preventing damage.
• Enforce loss prevention and safety guidelines.
• Oversee banking, cash handling, reconciliation, and POS compliance.
• Ensure store appearance, housekeeping, and visual presentation meet standards.
• Manage inventory by engaging donors and recommending sales and promotions.
• Process donations, organize merchandise, and execute promotional events and price changes.
• Complete assigned projects and respond to store emergencies.
• Stay informed on retail and thrift industry trends.

EDUCATION AND/OR EXPERIENCE:

• An associate's degree (A.A.) or equivalent from a two-year college or technical school, with 3-5 years of retail-related experience; or equivalent education and experience.
• Minimum of 1-2 years of retail supervisory experience, managing at least two employees.

PHYSICAL DEMANDS:

• Frequent standing, walking, talking, hearing, using hands to handle items, and reaching.
• Occasional stooping, kneeling, climbing stairs, and balancing.
• Ability to lift/move up to 40 pounds regularly.

COMPUTER SKILLS:

• Must be able to use a POS system and interpret advanced computer instructions.
• Proficiency in Microsoft Suite applications is required

EQUAL EMPLOYMENT OPPORTUNITY

Laura's House is committed to providing a work environment that is free of discrimination. It is the policy of Laura's House to conduct our relations with employees and applicants for employment based on merit without regard to race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, citizenship status, religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices), creed, political affiliation or belief, sex (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, age, gender (including gender identity and gender expression), gender transitioning, physical or mental disability, physical handicap, national origin (including language use restrictions and possession of a driver's license issued under Vehicle Code section 12801.9), marital status, ancestry, medical condition, genetic characteristics, genetic information, military or veteran's status, status as a victim of domestic violence, sexual assault, or stalking, updating personal information based on a lawful change of name, social security number, or federal employment authorization document, Employee's receipt of public assistance (such as Medi-Cal), or any other protected status in accordance with the requirements of all Federal, State and local laws prohibiting discrimination. Company policy also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship.

The Company is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the Company and prohibits unlawful discrimination by any employee of the Company. Pay discrimination between employees of the opposite sex or different race or ethnicity performing substantially similar work, as defined by the California Fair Pay Act as amended and federal law, is prohibited.