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Store Manager – Otay Mesa Store (Opening Soon)

The Salvation Army

This is a Full-time position in San Diego, CA posted June 9, 2021.

DescriptionNew Location Coming April 2021: 7425 Otay Mesa Road, San Diego, CA 92154QUALIFICATIONS:+
• High School Diploma or equivalent.+
• Must have a minimum of 3 years 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 Drivers 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 perform various repetitive motion tasksESSENTIAL DUTIES AND RESPONSIBILITIES:+ Plans and directs the day?to?day operations of assigned store location.+ Develops strategies to improve customer service, drive store sales and increase profitability as projected by budget and goals set by Command Retail Directors and Command Administration.+ Ensures Customer/Donor needs are met by maintaining good Customer/Donor/Community relations; complaints are resolved; and service is quick and efficient.+ Schedule Store Employees to ensure appropriate coverage in store and donation center.

Coordinate daily morning and shift change team meetings.+ Supervise employees in performance of duties to ensure compliance with published directives and guidelines.+ Responsible for interviewing and processing for hiring new store employees.+ Provide training for new personnel on store policies and procedures by The Salvation Army.Store Manager Job Description+ Responsible for issuing disciplinary warnings, conference reports, employee evaluations and goals as needed in coordination with the HR Generalist/Coordinator and District Sales Manager.+ Ensures store is maintained at ARC Merchandising Standards; adequate inventory levels on hand.

Store is at CNO standards.

Ensure timely completion of regular and accurate Rag Out from the sales floor.+ BRP (Back Room Processing)
– Ensuring that Material Handlers are working effectively and efficiently to meet daily processing goals as outlined in Material Handler Standard Operating Procedures/Job Description.+ 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.+ Completes all tasks as assigned by the 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.+ Attends Monthly District Meetings and responsible for Store Monthly Meetings to keep personnel informed of new policies and directives.+ Assures that safety measures are established and maintained consistent with ARC policy and governmental regulations and that hazards are reported to Administration.

Conducts Weekly Store Meetings with store team.+ 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 District Sales Manager, Command Retail Directors and Command Administration.Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act.

EEO is the Law.The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C.

4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S.

military operation for which an Armed Forces service medal was awarded).If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)