Assistant Store Manager

The Assistant Team Leader works under the team leadership of the Team Leader Coach  (Store Manger) and will assist in day-to-day operations of the Goodwill Retail Store.
 
JOB DUTIES: 

1. Trains, supervises and evaluates team members within the framework of Goodwill policies and procedures and job descriptions. 
2. Assists TLC in day-to-day GGC operations. 
3. Insures day-to-day GGC operations in the absence of TLC. 
4. Insures high standards of donor and customer relations. 
5. Insures the proper handling and processing of incoming donation flow in and out of the GGC in accordance with Goodwill policies and procedures. 
6. Assists in the scheduling of labor and preparation of time cards. 
7. Reviews and approves time cards in the absence of the Team Leader Coach. 
8. Insures coordination and communication of transportation and maintenance needs. 
9. Insures cleanliness and image of the GGC. 
10. Insures that supplies are ordered and maintained in a secured manner in accordance with established budget and Goodwill practices. 
11. Insures GGC security according to Goodwill policies and procedures. 
12. Assists the Team Leader in ensuring that all Goodwill safety practices and procedures are adhered to. 
13. Adheres to Goodwill’s guiding principles. 
14. Insures the proper rotation of apparel and hard goods in a timely manner and in accordance with Agency policies and procedures.
15. Insure statistical counts (i.e. donor counts, apparel hung, rotation count, etc.) are complete in a timely manner. 
16. Completes and analyzes PLU register readings, cash reports, daily, monthly and yearly activity reports, transmittal of reports and daily deposits, comment cards, work orders, purchase orders, team minutes, petty cash, and expense reports. 
17. Keep abreast of merchandise knowledge, industry trends, and competitive pricing. 
18. Ensures that management information reports (i.e. sales, donor reports, service reports, etc) are reviewed and analyzed regularly to assess trends, monitors progress on goals and makes recommendations for change. 
19. Recommends measures to improve efficiency, quality of work, work conditions, performance, and other administrative and supervisory duties to ensure efficient, profitable operations. 
20. Other duties as assigned by TLC. 


PHYSICAL DEMANDS: 

1. Must be able to bend, reach, stand, walk for extensive periods of time, and lift up to sixty pounds on a regular basis. 
2. Dust and handle sharp objects. 

WORKING CONDITIONS: 

Inside with seasonal climate changes. 

INTERPERSONAL RELATIONS: 

1. Ability to develop and maintain effective working relationships and handle conflicts with team members, customers and donors. 
2. Ability to effectively relate to people with various types of disabilities, personalities and backgrounds. 
3. Ability to maintain a positive, friendly attitude and a neat, clean and well-groomed appearance. 

MINIMUM QUALIFICATIONS: 

1. Two years of management level work experience in a retail environment; apparel background a plus. 
2. High school diploma or GED required, Bachelor’s degree preferred. 
3. Must be able to train team members with or without vocational disadvantages. 
4. Ability to solve problems and make decisions independently as required. 
5. Ability to seek out internal and external resources to accomplish desired results. 
6. Ability to motivate others, delegate job duties, and hold team members accountable for the completion of responsibilities. 
7. Must have excellent oral and written communication skills. 
8. Must be willing and able to work nights and weekends. 

POSITIONS SUPERVISED: 

1. Sales Associates 
2. Production Associates 
3. Cashier 
4. Key Holder

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.