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Senior Loss Prevention Coordinator

2 months ago

Arlington Heights, Illinois, United States Goodwill Industries of Southeastern Wisconsin, Inc. Full time


The Senior Loss Prevention Coordinator plays a pivotal role in overseeing compliance evaluations of retail operations, focusing on point of sale and financial documentation to pinpoint potential losses for the organization.

This position also contributes to fundamental team functions as necessary, aiding in the training and integration of new team members.

RESPONSIBILITY LEVEL:
Develops and executes strategies to meet the objectives of the organization and the Loss Prevention department. Formulates, updates, and maintains policies, procedures, and programs. Typically engages in projects and initiatives that extend over several months.

PRINCIPAL DUTIES:

Project and Change Management:
Efficiently organizes and manages personal workload to consistently fulfill routine responsibilities and special projects. May act as a team member or subject matter expert on formal initiatives within the department. Actively participates in changes that impact their role, communicating effectively with supervisors. Engages in continuous learning and skill enhancement to adapt to evolving circumstances.

Problem Solving:
Operates with minimal supervision; works autonomously. Receives periodic evaluations from management or senior colleagues. Addresses problems of moderate to high complexity; capable of identifying root causes, interpreting data, and resolving issues.

Technical Skill:
Applies professional principles and expertise within their specialization to modify processes for effective resolution of situations.

Community Engagement:
Advocates for Goodwill's community involvement initiatives and acts as a representative for Goodwill in the broader community.

  • Maintain a thorough understanding of the organization's policies and procedures. Capable of effectively training employees on these policies when necessary.
  • Collaborate with the Area Manager of Loss Prevention to support team members. This includes assisting with essential team operations, fostering the development and onboarding of new staff, and exemplifying leadership through change advocacy, demonstrating business insight, and sharing best practices.
  • Conduct compliance evaluations of retail operations to assess point of sale and financial records for potential losses.
  • Enhance store Loss Prevention awareness through site assessments, monthly AP topics, and training sessions.
  • Provide management support in addressing aggressive customer interactions or any workplace safety concerns.
  • Perform safety inspections and report hazards to management.
  • Ensure accurate information and efficient record-keeping.
  • Recover assets and/or execute safe apprehensions.
  • Assist in internal investigations as directed by the Regional Loss Prevention Investigator.
  • Audit adherence to store Loss Prevention Standards (alarm tests, enforcement of employee shop policies, equipment checks, etc.).
  • Responsible for completing additional duties and responsibilities as assigned.

REQUIREMENTS:

  • Completion of two years of college education or equivalent experience, along with a minimum of three years of relevant experience.
  • Proven experience in loss prevention.
  • Able to travel to various locations and maintain a flexible work schedule.
  • Possession of a valid driver's license is required.
  • Familiarity with case management systems. Knowledge of point of sale systems and user transaction processes is preferred.
  • Understanding of CCTV and alarm monitoring systems (both burglar and fire).
  • Wicklander-Zulawski Interviewing & Interrogation Techniques Training is preferred.

CORE CULTURAL COMPETENCIES:

Customer Focus:
Proactively anticipate and address customer needs while seeking opportunities to enhance customer service.

Incorporate customer feedback and follow up to ensure resolution of issues by providing innovative solutions for future needs.


Values Differences:

Actively seek diverse perspectives and talents, striving to collaborate effectively with individuals from varied backgrounds and viewpoints.

Demonstrate sensitivity towards differences in cultural norms, expectations, and communication styles. Challenge stereotypes or inappropriate comments.

Communicates Effectively:

Disseminate information and updates clearly and professionally through reports, documentation, and other communications.

Listen attentively to others' contributions.

Situational Adaptability:
Exhibit flexibility in response to varying situations by adapting to changing needs, conditions, priorities, or opportunities.

Monitor the effectiveness of approaches and adjust as necessary, recognizing cues that indicate a need for change.


Drives Results:
Demonstrate a strong commitment to achieving significant outcomes by driving tasks to successful completion. Set high performance standards and show determination in overcoming challenges.

Ensures Accountability:
Accept responsibility for successes and failures in one's work. Track performance progress and adjust approaches as needed, following through on commitments.

PHYSICAL/

SENSORY DEMANDS:
Occasionally lift and/or move up to 20 pounds. Engage in various tasks throughout the work environment. The role may involve exposure to different weather conditions (hot, humid, dry, cold, etc.).

Workers may encounter hazards:
proximity to machinery, moving vehicles, electrical currents, chemicals, or elevated areas. Repetitive hand use for inspections, assessing security and safety of products, buildings, and equipment, as well as computer usage. Vision is necessary for site assessments and computer work, with extensive travel required.

(GWINT)

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 c)