District Manager

2 weeks ago

Minneapolis, Minnesota, United States Lands' End Full time

** District Manager - Midwest - IL/TX/MN**

**Job Category****:** Retail **Requisition Number****:** DISTR02440 Showing 1 location **Job Details**

**Description**

As the District Manager you will be responsible for developing, mentoring and training store teams to achieve sales goals and operate the Lands' End stores effectively. In this role, you will be responsible for monitoring and upholding excellent customer service, visual merchandising practices, operational cost, and training. The District Manager will be responsible for driving results by developing effective strategies and action plans to achieve store growth.

Qualified Candidates Will Possess :

5+ years of retail store management experience , specialty apparel retail a plus .

Excellent operational and visual merchandising skills.

Demonstrate s trong leadership, communication and motivational skills.

Strong negotiati on and organizational skills.

Creative thinker with strategic vision and strong initiative.

Ability to manage multiple project s and priorities at one time.

Team player with strong commitment to customer service and the Lands End corporate culture.

Ability to effectively partner and collabo rate a cross functional areas.

Proven success in managing a budg et and meeting business goals.

Reside in th e market you are managing.

Ability to travel within market , could require overnight stays for multi store visits. 80% travel to stores and approximately 20% in office.

Will be required to visit our corporate office for District Manager Conferences, training and meetings.

Adaptable to changing work environment .

**Qualifications**

**Skills**

**Behaviors**

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**Motivations**

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**Education**

**Experience**

**Licenses & Certifications**

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 contractors legal duty to furnish information. 41 CFR c)

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