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The Assistant Store Manager is responsible for supporting the Store Manager in promoting a customer and product-focused sales culture, where our values and guiding principles are at the forefront of all store operations, including managing sales operations, asset protection, and human resources functions to ensure great customer experience and maximum profitability.
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Prior work as an Assistant Store Manager and/or Store Manager in a nationally or regionally recognized grocery company and/or big box retail company. Supervise store operations as needed in absence of Store Manager.
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Maintain Showro Store Manager, Assistant Store Manager, Retail, Manager, Operations, Assistant. Drive Sales and Engagement according to the Bobs Way. Analyze reports to maximize back end operations and location logistics efficiency and productivity.
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As the Assistant Store Manager you would be responsible for supporting the Store Manager and partner with a peer Supervisor in sales and operations for a best in class retail store environment.
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The primary purpose of the Assistant Store Manager is to Assist the Store Manager in upholding the daily store operations of a retail store ensuring maximum sales and profitability through merchandising execution, managing expenses and inventory, training and development of the store team, human resources management, and outstanding customer service.
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Assistant Store Manager - White House Black Market Join our fashion-obsessed team, dedicated to a styling and social experience that makes women feel beautiful. Analyzes sales reports and KPIs to determine the needs of the business; executes in-store business and sales strategies in partnership with the Store Manager.
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The Assistant Store Manager is responsible for supporting the Store Manager in maintaining a customer-centric environment by making customers a priority while driving sales.
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Assistant Store Managers in Training are learning the various responsibilities and functions of the following roles: Assistant Store Manager, Operations Assistant Store Manager, Night Operations Assistant Store Manager, and Specialty Assistant Store Manager.
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Analyzes sales reports and KPIs to determine the needs of the business; In partnership with Store Manager, executes in store business and sales strategies. Communicates with store teams and Store Manager to effectively lead positive change.
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This role supports a General Manager (GM) or a Store Manager (SM) in the achievement of sales goals, store operations, and the staffing and performance management of all retail employees.
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Join Self Storage Plus as a Property Manager and experience personal fulfillment and measurable success. Manage property operations, including leasing, marketing, customer relations, rent collection, maintenance, and financial reporting.
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As an Assistant Store Manager, you will be responsible for supporting the Store Manager in overseeing the entire store operations, ensuring a high level of client service, and driving sales.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.