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Assistant Store Manager

2 months ago

Denver, Colorado, United States Donut Holdings, Inc. Full time

Assistant Store Manager Job Description

Job Title: Assistant Store Manager

Reports To: Store Manager and/or General Manager

FLSA Status: Non-Exempt

Summary: Support the store manager in delivering exceptional customer experiences and achieving operational excellence.

Key Responsibilities:

  • Collaborate with the store manager to drive sales growth, improve customer satisfaction, and enhance store operations.
  • Recruit, train, and develop a high-performing team to meet business objectives.
  • Assist with payroll management, scheduling, and employee relations.
  • Contribute to strategic planning, budgeting, and financial analysis to drive business results.
  • Monitor and control costs, including food costs, labor costs, and overhead expenses.
  • Develop and implement marketing strategies to increase brand awareness and drive sales.
  • Ensure a safe and healthy work environment by maintaining high standards of cleanliness, sanitation, and safety.
  • Stay up-to-date with industry trends, best practices, and regulatory requirements to maintain a competitive edge.

Benefits include:

  • Competitive wages and tips
  • Paid time off (1 week per year)
  • Health, dental, and vision insurance (50% employer paid)
  • Life insurance (100% employer paid)
  • 401(k), Flexible Savings, and Health Savings Account
  • Employee Assistance Program (100%)

Required license or certification:

Valid Driver's License

Must meet insurance underwriting requirements

We are an equal opportunity employer. Applicants are considered for positions without regard to veteran status, uniformed service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information or any other category protected by applicable federal, state, or local laws.


Expected Salary Range: $19.50 - $21.50 per hour

Donut Holdings, Inc. offers of employment take into consideration a candidate's education, training, and experience, as well as the position's work location, external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees.



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