Goodwill Assistant Manager

TEXT ‘GoodwillJobs’ to 314-665-1767 to apply

Apply at: www.esgw.org/jobs

Assists with all retail and production operations to achieve maximum sales potential. Perform all management tasks in the absence of the manager. Assists manager in planning and training. Presents a professional image to set an example for staff. Plays an active role in management team. Duties include, but are not limited to:

• Conducts regular staff meetings that improve communication with staff, such as daily toolbox talks, monthly department meetings, and weekly management team meetings.
• Develops a superior workforce (through the use of coaching conversations, development plans, and by taking action with any staff that are failing to meet expectations, as per HR direction)
• Reviews production results on a daily, weekly, and monthly basis
• Monitor staff productivity to establish standards/goals and take appropriate actions to correct deficiencies.
• The primary focus of Assistant Manager is in Production, however, must also be knowledgeable and proficient in Retail operations.
• Assists manager in the consistent and accurate use of staffing model to schedule staff and to forecast, plan and track salary expenditures
• Assists manager in the timely and accurate reporting (paperwork and electronic “forms”) including those related to HR, Safety/Asset Protection, and Accounting
• Responsible for store performance and meets budgets in the following areas: Revenue, payroll, controllable expenses

Requirements

• Sensitive to guest needs and wishes
• Ability to work effectively with people with disabilities or other special needs preferred
• Must have computer experience and be competent in internet use and a variety of computer software applications.
• Prefer profit and loss, sales, or cost management accountability experience.
• Must have strong interpersonal, communication, monetary, organizational, and decision-making skills.
• Must be able to read, write and speak the English language in order to communicate with staff and guests.

Physical Requirements

• Ability to move independently or with reasonable accommodation within the facility and community.
• Applicant must be physically and mentally able to perform all job requirements.
• Able to lift and carry 20-100 pounds with team lifting or mechanical assistance.
• Able to stand, stoop, bend, or carry for extended periods.
• Able to go up and down steps.
• Able to stand and walk entire shift.
• Tolerance to extreme changes in temperature and humidity.
• Must be able to work flexible hours, evenings, and weekends or longer shifts if needed.
• May be required to work more than 40 hours per week.
• Occasional overnight travel and weekend work required if applicable.
• Must have reliable transportation, valid driver’s license, and proof of personal vehicle insurance.
• Applicant must pass DMV check.
• All positions require the completion of a background check. Acknowledging or having criminal convictions does not constitute an automatic bar to employment.

Experience

• 0-2 years retail or comparable management experience

Easterseals-Goodwill offers a comprehensive & competitive benefits package including:

• Medical, Vision, Dental, and Voluntary Products
• Paid Time Off (PTO)
• 401(k) Retirement Plan up to 4% contribution
• Tuition Assistance
• Flexible Spending Health Savings Accounts
• 10% Discount on ESGW Services
• Employee Wellness Program
• 20% Discount at Goodwill Stores

Easterseals-Goodwill is a 501(c)(3) nonprofit organization and is a qualifying employer for the Public Service Loan Forgiveness (“PSLF”) program. Under the PSLF, you may be eligible for student loan forgiveness on qualifying loans under specific terms. Contact your loan provider for more information.

Easterseals-Goodwill is an Affirmative Action/Equal Opportunity Employer and encourages applications from the disabled, minorities, women, and veterans of the U.S. armed services.

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)