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Multi-Unit General Manager

Seatle,Tacoma, WA | Full Time
10 Days Ago

Job Description

Title: General  Manager Airport (GM)

Reports To: Area Manager (AM), District Manager (DM)

Direct Reports: Asst. GM Operations (AGMO), Asst. GM Sales (AGMS), Senior Assistant Store Managers (SASMs)

Salary 

65k -75k

SUMMARY

The General Manager is required to oversee an assigned store ensuring stores are operating in accordance to company and property standards day to day.

 

QUALIFICATIONS

  • 5 years of experience in a lead or management role in a large fast paced retail environment OR in retail training
  • Ability to work varied hours/days to oversee store operations.
  • Organized, detail oriented and strong time management skills.
  • Excellent communication and people skills
  • Desire to work as a team with a results driven approach
  • Proven communication skills
  • Ability to multi task and problem solve
  • Advanced computer skills, including Microsoft Office (WORD, Excel. Power Point, Publisher).
  • Spur of the moment transportation required
  • Satisfactory Criminal Background Check and Drug Testing May be required depending upon location
  • TAM Card may be required depending upon location
  • Additional Security clearance may be required depending upon location

Additional Qualifications

  • Fashion, shoe and jewelry stores prefer candidates with a passion for style, excellent taste and a flair for styling others (FASHION Department)
  • Candy, gift and sundry stores prefer candidates with an excellent sense of humor, promoters of fun and a passion for a fast paced environment (LOGO Department)
  • Electronics – personal media systems, big box experience, technophile

 

MRG will consider related experience and/or training; or equivalent combination of education and experience. 

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Serves as an appropriate role model to all sales staff thru: Effective sales techniques, positive communication, demonstrating flexibility and initiative, etc.
  • Opens and closes the store
  • Store Manager will create an “Effective Sales Team” as evidenced by: motivated and knowledgeable sales staff, sales floor is adequately covered, etc.
  • Supervisory duties; hiring, firing, performance management and coaching of departmental staff
  • Oversees the operation of a store and has clear business knowledge of profit, sales training, merchandise, inventory, expense control, HR management, operating cost, and shrinkage.
  • Works to ensure financial goal 
  • Maintains well documented financial controls and accountability.
  • Provides for direct and open communication to all staff and District Manager/Regional Manager (Area when applicable)
  • Will be liaison with HR for the HR Coordinator performance
  • Will work with Business Development
  • Will be the main point of contact for the Airport teams
  • Establishing and maintaining Guest Services through WE$ACT
  • Establishes repeat clientele, i.e., tickler file and thank you notes
  • Partner with airport personnel to meet objectives
  • Ability to process information and merchandise through computer system and POS register system.
  • Ability to operate and use all equipment necessary to run the store.
  • Assists in the upkeep of the store by vacuuming, maintaining store displays and merchandising.
  • Communicates with manager/buyers regarding fit, popularity, etc., of merchandise
  • Assists with inventory, checking in, and transfers of merchandise
  • Regarding customer relations, handles each customer in a courteous and gracious manner with an attentive response to all customers
  • Must have complete knowledge of the store’s stock;  stock varies by store location
  • To conduct him/herself in the spirit of the MRG mission, vision, core values and organizational health
  • Other duties may be assigned

 

PHYSICAL DEMANDS 

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. 

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand; walk; and stoop, kneel, crouch or crawl. The employee is required to sit and climb or balance. The employee must regularly lift and/or move up to twenty five (25) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Bottom of Form

 

FLSA STATUS:   Exempt

 

COMPETENCIES

Judgment/Decision Making                                           

Demonstrates consistent logic, rationality, and objectivity in decision-making.  Achieves balance between quick decisiveness and slower, more thorough approaches, i.e., is neither indecisive nor a hip-shooter.  Shows common sense.  Anticipates consequences of decisions.

 

Communication – Oral    

Communicates effectively one to one, in small groups and in public speaking contexts. Demonstrates fluency, “quickness on one’s feet,” clarify organization of thought processes, and command of the language.  Easily articulates vision and standards.  Keeps people informed.

 

Organization/Planning                      

Plans, organizes, schedules, and budgets in an efficient, productive manner.  Focuses on key priorities.  Effectively juggles multiple projects.  Anticipates reasonable contingencies.  Pays appropriate attention to detail.  Manages personal time well.

 

 

Business Literacy             

Understands and absorbs new information.  Stays current with developments in our field.  Expects others to stay current with developments in the field.  Frequently shares new knowledge with others.  Integrates new information to enhance existing models or create new ones.  Helps others translate new information into practical application in our area.

 

Customer Focus

Regularly monitors customer satisfaction.  Meets internal and external customer needs in ways that provide satisfaction and excellent results for the customer.  Establishes “partner” relationships with customers.  Regarded as visible and accessible by customers.

 

Work Ethic/Integrity          

“Ironclad.”  Does not cut corners, ethically.  Remains consistent in terms of what one says and does and in terms of behavior toward others.  Earns trust of coworkers.  Maintains confidences.  Puts organization’s interests above self.  Does what is right, not what is politically expedient.  “Fights fair.”  Intellectually honest; does not “play games” with facts to win a point.

 

Initiative

Seeks out and seizes opportunities, goes beyond the “call of duty,” finds ways to surmount barriers.  Resourceful  Action-oriented “doer,” achieving results despite lack of resources.  Restimulates languishing projects.  Shows bias for action (“do it now”).

 

Collaboration/Teamwork

Cooperates with staff at all levels of the organization. Willingly reaches out to staff, volunteers and customers to proactively share information, knowledge, expertise, and time with others to achieve common goals. Works to overcome geographic, departmental, and/or Affiliate boundaries and establishes cohesive, effective relationships with peers.  Enthusiastically supports the common goals and mission of the organization.  Shares credit.

 

Strategic Skills                  

Determines opportunities and threats through comprehensive analysis of current and future trends. Accurately assesses own organization’s competitive strengths and vulnerabilities. Make tactical and strategic adjustments, incorporating new data. Comprehends the “big picture.” Reads latest books and articles on strategy.  (This competency will be evaluated for selected executive level positions).

 

Selecting “A” Players                                                                      

Top-grading through effectively recruiting and selecting not less than 90% “A Players” (not more than 10% mis-hires).

 

Coaching/Training             

Actively and successfully trains and coaches people for current assignments, and develops them for promotion into positions in which they succeed. Provides challenging assignments. A people builder.

 

Performance Management             

Fosters high levels of accountability through fair, hard-hitting performance management system. Measures performance thoroughly. Reinforces integrity in the system by personally monitoring performance of subordinates (without “over-supervising”), and rating/ranking people honestly (no “gifts,” no taking the easy way out”). Ties in reward systems (*pay, promotion, removal). Free with deserved praise and recognition. Constructive in criticism. Provides frequent feedback.

 

 

 

 

This job description doesn't constitute a contract of employment as MRG may exercise its employment-at-will rights at any time.

 

EOE/DFWP/ADA