Job Information
The Salvation Army Warehouse Supervisor San Francisco Warehouse / Distribution Center in San Francisco, California
Description
THE SALVATION ARMY "DOING THE MOST GOOD" SAN FRANCISCO CA - WAREHOUSE SUPERVISOR
PAY RATE: $19.67
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.
THE SALVATION ARMY MISSION STATEMENT: The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.
QUALIFICATIONS :
-High School graduate or equivalent required.
-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 production 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.
-Evaluate employee performances and give accurate reviews and clear attainable goals.
-Overall responsibility for production department performance and must show willingness to lead by example.
-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 the policy that no merchandise is taken, given or lent. Shopping or storing product is strictly prohibited. Merchandise is never sent to a specific location with the intent to purchase at a later date.
-Ensure the safe, proper use, and maintenance of warehouse supplies and production equipment.
-Keep immediate working area clean, neat and organized.
-Follows safety measures established and maintained by ARC policy and government regulations.
-Overtime: Any and all overtime must have the written approval of the supervisor. The supervisor’s initials must appear on the timecard besides the overtime hours.
-Your supervisor may assign other written or verbal duties.
Qualifications
Behaviors
Preferred
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
Team Player: Works well as a member of a group
Leader: Inspires teammates to follow them
Dedicated: Devoted to a task or purpose with loyalty or integrity
Education
Required
GED or better
High School or Equivalent or better
Experience
Preferred
1 year: Work in a warehouse
1 year: Supervisory Experience
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)
