Job Information
The Salvation Army Sales Lead (Part-time) in Granada Hills, California
Description
ABOUT THE ARC
The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees.
ABOUT OUR RETAIL TEAM
Become part of the dedicated Retail Team at The Salvation Army! Together we can continue to serve and impact our local community, through the commitment to “Do The Most Good” at our Granada Hills Thrift Store, which supports the Adult Rehabilitation Program. This is an opportunity to promote a positive shopping/donor experience, enhance customer service, problem-solving and teamwork skills, while contributing to the success of our Program and its participants.
EMPLOYEE BENEFITS OFFERED
PAY RATE: $18.28
Opportunity for career growth
Paid time off
Employee Discounts
Monthly management incentive bonus
AFLAC
As our enthusiastic and hardworking Part time Sales Lead , you will be responsible for (but not limited to):
Taking an active role and partners with the Store Manager in the day-to-day operation of the store.
Assuming responsibility for all day-to-day store operations in the absence of the Store Manager and Assistant Manager.
Providing coaching, training and development to the Store Employees.
Ensuring Customer/Donor needs are met by maintaining good Customer/Donor/Community relations; complaints are resolved; and service is quick and efficient.
In absence of Store Manager and Store Assistant Manager, communicate any personnel issues with District Sales Manager.
In absence of Store Manager and Store Assistant Manager, coordinate daily morning and shift change team meetings.
Ensures store is maintained and adequate inventory levels on hand. Ensure timely completion of regular and accurate Rag Out from the sales floor.
BRP (Back Room Processing) - Ensuring that Material Handlers are working effectively and efficiently to meet daily processing goals.
Donation Attendant (s) - In absence of Store Manager, ensures that the Donation Attendants are working effectively and efficiently as outlined in the Donation Attendant Job Description.
Responsible for adequate amount of change at the beginning of each day, safeguarding cash in registers, and banking of cash receipts as per ARCC policy.
Implement appropriate loss prevention measures as directed.
Perform other written and/or verbal duties as may be assigned by Management.
Qualifications to be considered for this position:
High School Diploma or equivalent.
Must have a minimum of one-year previous retail experience and Supervisory experience preferred.
Must pass background check, which will include Criminal History and Sex Offender Registry.
Ability to communicate effectively with management, store employees, customers and donors.
Physical Demands:
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
Schedule
Our stores operate 7 days per week. Work schedules are determined by Management and employee must be flexible to always ensure adequate store coverage. Part-time employees may be scheduled to work any shift including evenings, weekends, and holidays.
Qualifications
Education
Required
- High School or Equivalent or better
Experience
Required
- 1 year: previous retail experience and Supervisory
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)
