Assistant Store Manager

6 days ago

Las Vegas, Nevada, United States The Salvation Army Full time

STARTING HOURLY: 14.50

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 Durango 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 Stores Discounts

  • Great Work Perks Discounts (amusement parks, museums, services and more)

  • Medical, Dental, and Vision

  • Health and fitness Fitbit Devise

  • Retirement Plan

  • Legal Advice MetLife

  • Pet Insurance

  • AFLAC

  • Employee Assistance Program (EAP)

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.

QUALIFICATIONS:

  • High School Diploma or GED equivalent required.

  • Must have a minimum of 2 years of previous Retail Management/Supervisory experience.

  • Must be able to operate POS/Cash Register and have ability to schedule and supervise store employees.

  • Must hold a valid Driver's license, be able to show proof of insurance.

  • Must pass background check, which will include Criminal History and Sex Offender Registry.

  • Ability to communicate effectively with management, store employees, customers, and donors.

PHYSICAL REQUIREMENTS:

  • 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 operate a telephone.

  • Ability to lift up to 50 lbs.

  • Ability to operate a scale for pricing at checkout.

  • Ability to perform various repetitive motion tasks.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

  • Takes an active role and partners with the Store Manager in the day-to-day operation of the store.

  • Assumes responsibility for all day-to-day store operations in the absence of the Store Manager.

  • Provides coaching, training, and development to the Store Employees.

  • Ensures Customer/Donor needs are met by maintaining good Customer/Donor/Community relations; complaints are resolved; and service is quick and efficient

  • In the absence of the Store Manager, coordinate daily morning and shift change team meetings.

  • Supervise employees in performance of duties to ensure compliance with published directives and guidelines.

  • Provide training for new personnel on store policies and procedures by The Salvation Army.

  • In the absence of the Store Manager, communicate any personnel issues with District Sales Manager. May issue disciplinary warnings, conference reports, employee evaluations and goals as needed in coordination with the HR Generalist/Coordinator and District Sales Manager

  • Completes all tasks as assigned by the Store Manager; District Sales Manager; Command Retail Directors and Command Administration

  • Responsible for processing of paperwork per Review Standards, especially as it relates to Time and Attendance compliance.

  • Ensures store is maintained at ARC Merchandising Standards; adequate inventory levels on hand, and that the store is at CNO standards. Ensure timely completion of regular and timely product rotation of clearance tables as scheduled.

  • BRP (Back Room Processing) – In the absence of the Store Manager, ensures that the Material Handlers are working effectively and efficiently to meet daily processing goals as outlined in Material Handler Standard Operating Procedures/Job Description.

  • Ensures product is processed for table rotations.

  • In the absence of the Store Manager, ensures that the Sales Associate/Material Handler (s) working the donation sites are working effectively and efficiently as outlined in the Donation procedures.

  • Responsible for adequate amount of change at the beginning of each day, safeguarding cash in registers and safe at all times and banking of cash receipts as per ARCC policy.

  • Attends Monthly Store Meetings.

  • Assists the Store Manager on ensuring that safety measures are established and maintained consistent with ARC policy and governmental regulations and that hazards are reported to Administration. Assists with Weekly Store Meetings with store teams.

  • Responsible for the protection of property and building.

  • May transfer from store to store at the direction of Command Retail Directors and Command Administration.

  • Implement appropriate loss prevention measures.

  • Other written or verbal duties as may be assigned by the Store Manager, District Sales Manager, Command Retail Directors and Command Administration.

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)

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