** Warehouse Supervisor - Phoenix AZ**

**Job Category****:** Warehouse - all positions **Requisition Number****:** WAREH01243 Showing 1 location **Job Details**

**Description**

**JOB TITLE:** WAREHOUSE SUPERVISOR

**FULL TIME: 37.5 hours per week / 7.5 hours per day / $13.15 an hour**

**QUALIFICATIONS:**

* High School graduate or equivalent.

* Ability to lead, motivate and mentor teams of warehouse associates and beneficiaries.

* Consistently demonstrates strong communication, leadership, accountability, and follow-through skills.

* The ability to differentiate quality of donated items.

* Adaptability to supervising and working in various productions units.

* Proven track record hitting production goals.

* Previous experience working with diverse and vulnerable populations.

**PHYSICAL REQUIREMENTS**:

* Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.

* Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.

* Ability to lift up to 50 lbs.

* Ability to perform various repetitive motion tasks

**ESSENTIAL JOB DUTIES:**

- Supervise, coach and train all warehouse associates and beneficiaries to reach operation efficiency and achieve production goals.

- Overall responsibility for production department performance and must show willingness to lead by example.

- Evaluate employee performances and give accurate reviews and clear attainable goals.

- Ensure that all merchandise is priced according to pricing policy.

- Ensure that quality control is maintained for all materials going to the stores.

- Responsible for the collection and security of all jewelry and other high ticket items.

- Responsible for the adherence to all company policies and procedures.

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. .

The Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to ruth.scheline@usw.salvationarmy.org.

**Qualifications**

**Skills**

**Behaviors**

**:**

**Motivations**

**:**

**Education**

**Experience**

**Licenses & Certifications**

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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)