Job Description
SUMMARY: The Operations Manager is a well-organized, detail oriented, high performer who is responsible for freight vendor pickups for inbound receipt; workorder creation and monitoring for kitting; order batch management for outbound orders; backorder resolution and responding to queries; setting up items in business systems; calculating, reviewing, and reporting.
ESSENTIAL FUNCTIONS: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• Set and reset various flags in Stride business systems on a daily basis (including some weekends) that control what orders and how many orders are processed.
• Review backorders after all orders have been processed for the day. Resolve backorders through communication with buyers, kitting, dekitting, item substitution, etc.
• Enter workorders for kitting and follow up on them with the warehouse.
• Set up and modify new items and kits in business systems.
• Resolve, modify, and/or cancel existing orders and/or packages for rush processing, expedited shipping, address changes, hazmat, disposal, packing slips, tracking, etc.
• Schedule pick-ups of items from suppliers using approved freight vendors.
• Calculate and report: daily returns value in relation to returns target; weekly kitting percentage to demand; and monthly reclamations freight allocations.
• Update the weekly metrics file.
• Download and review weekly invoices.
• Schedule, conduct and participate in internal and external meetings.

Supervisory Responsibilities: This position has no formal supervisory responsibilities.
MINIMUM REQUIRED QUALIFICATIONS:

• Bachelor's Degree
• Five (5) years' experience OR
• Equivalent combination of education and experience

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position is virtual and open to residents of the 50 states, D.C.
COMPENSATION & BENEFITS: Stride, Inc. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range.
We anticipate the salary range to be $$69,906.75 - $$123,085.20. Eligible employees may receive a bonus. This salary is not guaranteed, as an individual's compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
Job Type
Regular
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
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)