What you’ll be doing:

As a Store Manager, you will supervise, manage and lead your store employees, typically 30-40 people. You’ll make sure your team is hitting or exceeding their sales goals, managing the store’s budget and you will be the public “face” of the store to the local community. You’ll lead the hiring and training of new employees and will supervise a team of Assistant Store Managers (ASM’s) and a Shift Supervisor.

You’ll also:

• Greet and assist donors/customers
• Monitor and maintain the store’s overall appearance
• Lead monthly meetings with store employees
• Attend monthly meetings with your Director and other store managers
• Maintain company records and reporting

What we’re looking for:

Requirements:

• 5 years of experience supervising teams of 30 or more employees

• A strong familiarity with developing budgets and creating plans to exceed financial expectations

• A focus on maintaining and improving Standard Operating Procedures (SOP’s)
• Demonstrated capacity to embrace change. This cannot be overemphasized
• Demonstrated decision making abilities
• Experience with hiring and developing staff
• Proficiency with the MS Office suite

Preferences:

• An Associates or Bachelor’s degree in business or a related subject
• Bilingual language skills
• Prior military or related not-for-profit experience

Does this sound like a place for you? If so, please apply today. Our process takes about 15 minutes to complete. Once you do, our recruiting team will reach out to you within a few days. Thank you for your time and your interest in Goodwill of North Georgia.

Goodwill of North Georgia is an Equal Opportunity Employer. It is the policy of Goodwill to consider applicants based solely on qualifications and merit; without regard to race, color, religion, national origin, sex, age, sexual orientation, disability, or protected veteran status.

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)