Shift Supervisor – Arvada Retail Store

Description

Goodwill of Colorado

Application Deadline Oct 6th, 2024

JOB SUMMARY:

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

ESSENTIAL FUNCTIONS:

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.

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, and verifying.

Customer Focus:

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

First escalation point for customer complaints.

Point of contact for turning down donations at Attended Donation Centers (ADC).

Cross-training:

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

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

Perform all other duties as assigned.

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).

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.

Core Competencies:

Communication, Level 2

Customer Focus, Level 2

Excellence, Level 2

Knowledge and Skills, Level 2

Teamwork, Level 2

Trust, Level 2

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 – FREQUENTLY

BENDING – FREQUENTLY

KNEELING/CRAWLING – FREQUENTLY

SQUAT – FREQUENTLY

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

Visual, color vision – CONTINUSOULY

HANDS/FINGERS:

Simple grasping – FREQUENTLY

Fine Manipulation – CONTINUOUSLY

Repetitive Movements – CONTINUOUSLY

WALKING – FREQUENTLY

STANDING – CONTINUOUSLY

SITTING – OCCASIONALLY

SPEAKING – CONTINUOUSLY

OTHER, please describe –

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.

Qualifications

Behaviors

Preferred

Team Player: Works well as a member of a group

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

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

Motivations

Preferred

Self-Starter: Inspired to perform without outside help

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

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)