Shift Supervisor – Lake Arbor Retail Store

Description

External Application Deadline: October 7, 2024

Come Join our TEAM !

A High Energy – Enthusiastic – Friendly – Fun work Environment!

Goodwill of Colorado is seeking versatile and adaptable candidates with experience to become our Shift Supervisor at our Lake Arbor Retail Store. Previous supervisory experience in retail, restaurant, hospitality or similar industries is preferred for this position. A successful Shift Supervisor will naturally become a top candidate for career growth opportunities within Goodwills Retail Division.

Minimum Pay starts at $19.30 per Hr. DOE

Please Note: This position is a supervisory position, is full-time and will require open availability (including evenings and weekends). Our operating hours will soon return to 9 am to 9 pm Monday through Saturday and 9 am to 7 pm Sunday. Shifts for this position could start as early as 7 am and go as late as 10 pm.

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Full Time employees in Retail Operations are eligible for Medical, Dental, Vision, Short Term Disability, Life/Accidental Death and Dismemberment, Flexible Spending Accounts, Long Term Disability, and several voluntary supplemental benefit offerings. In addition, these positions are eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave. All employees may also make pre-tax or post-tax (Roth) contributions to our retirement plan – must be 18 years of age to participate.

“Goodwill of Colorado is a Public Service Loan Forgiveness Program (PSLF) eligible employer”

OBJECTIVE:

The Shift Supervisor will be responsible for day-to-day, tactical and practical leadership of associates and teams across the entire retail center.

RESPONSIBILITIES:

Generally responsible for monitoring the whole retail center and addressing immediate issues of safety, customer focus, product flow and aesthetics either personally or through delegation (aka “Management by Walking Around”)

Employee leadership

Manages breaks

Redirects staff/work teams to address call-offs

Coaches employees verbally and with initial write-ups

Provides input to reviews and terminations

Facilitates employee purchases

Task/Functional leadership

Assists in opening and closing procedures

Responsible for the verification step related to the daily sales report paperwork

Responsible for counting drawers

Responsible for making change between drawers and safe

Assist with inventory process by counting, entering, verifying

Customer Focus

Plan, coordinate and control the activities of the customer service team to maintain and enhance customer relationships and meet organizational and operational objectives

First escalation point for customer complaints

Point of contact for turning down donations at ADC

Cross-training

Maintains knowledge of store procedures at the proficiency of a generalist with the ability to occasionally fill in for an emergency

Maintains knowledge to the level where operations can be maintained in the rare case where no Supervisor, Assistant Manager or Manager is able to be on premises.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

A High school diploma or equivalent is preferred.

Experience:

Previous supervisory experience is preferred.

Two (2) years’ retail experience is desired.

Other:

Familiar with product pricing, trends, fashions, and seasonal changes.

Ability to communicate effectively both verbally and electronically with customers, managers, supervisors, staff, and peers.

Able to quickly problem solve and make decisions.

Able to maintain confidentiality and follow Goodwill’s policies and procedures.

Able to withstand prolonged standing, bending, and lifting up to 8 hours per day.

Able to work a varied schedule to include weekends, evenings, and holidays with occasional overtime as necessary.

Proficient in the utilization of office equipment, office software (i.e. Word, Excel) and web-based applications (i.e. UKG, Novatime) to meet the needs of employees and the organization.

Ability to manage corporate email and calendar (i.e. Outlook).

The incumbent will be required and must have the ability to drive for company business.

Per auto vehicle insurance carrier requirements: For applicants/employees to qualify for inclusion on the Goodwill driver insurance schedule, for purpose of driving Goodwill fleet vehicles, they must be at least:

19 years of age (not engaged in passenger transportation),

25 – 70 years of age for all passenger transportation services,

21 years of age for CDL.

Applicants/employee will be required to undergo a Motor Vehicle Record (MVR) check and background check; applicants/employees must disclose all moving traffic violations or vehicle crashes (within the last three (3) years)(Note: not all violations are a disqualification for employment and each case will be reviewed by the insurance carrier); must have valid Colorado State driver license; must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.

Applicant/employees using their personal vehicle for company business, must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition.

ADA:

OTHER, please describe – “AMOUNT OF DRIVING” – Driving

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or www.dhs.gov/E-Verify

We promote a Safe & Drug-free Workplace.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Guide to Physical Requirements:

Continuously (5-8 hours)

Frequently (3-4 hours)

Occasionally (1-2 hours)

Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs & over – OCCASIONALLY

Moderate: 15-44 lbs – OCCASIONALLY

Light: 14 lbs & under – FREQUENTLY

CARRYING:

Heavy: 45 lbs & over – OCCASIONALLY

Moderate: 15-44 lbs – OCCASIONALLY

Light: 14 lbs & under – FREQUENTLY

PUSHING/PULLING – FREQUENTLY

REACHING:

Above Shoulder – FREQUENTLY

At Shoulder – FREQUENTLY

Below Shoulder – OCCASIONALLY

TWISTING – OCCASIONALLY

BENDING – OCCASIONALLY

KNEELING/CRAWLING – OCCASIONALLY

SQUAT – OCCASIONALLY

CLIMBING:

Use of legs only (stairs) – OCCASIONALLY

Use of arms & legs (ladders) – OCCASIONALLY

HEARING – CONTINUOUSLY

VISION:

Visual, close – FREQUENTLY

Visual, distant – OCCASIONALLY

Visual, depth perception – FREQUENTLY

HANDS/FINGERS:

Simple grasping – FREQUENTLY

Fine Manipulation – CONTINUOUSLY

Repetitive Movements – CONTINUOUSLY

WALKING – FREQUENTLY

STANDING – CONTINUOUSLY

SITTING – OCCASIONALLY

SPEAKING – CONTINUOUSLY

OTHER, please describe –

Qualifications

Behaviors

Required

Enthusiastic: Shows intense and eager enjoyment and interest

Dedicated: Devoted to a task or purpose with loyalty or integrity

Preferred

Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Motivations

Required

Self-Starter: Inspired to perform without outside help

Preferred

Goal Completion: Inspired to perform well by the completion of tasks

Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Education

Preferred

High School / GED or better

Experience

Required

1 year: Previous supervisory experience.

1 year: Previous retail experience

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)