General Manager - Tamarac

Club Manager Leadership Agreement & Performance Incentive Plan for LIFT RF Florida, LLC

Title: Club Manager

Club Classification: Club A

Department: All

Leadership Philosophy

Lead Better. Grow More. Earn More.

Club Managers are business leaders responsible for people, performance, profitability, and member experience.

Project LIFT rewards leaders based on controllable results.

The Six Pillars of Success

• Grow Membership

• Increase Recurring EFT Revenue

• Build a High-Performing Fitness Business

• Control Payroll and Operating Expenses

• Develop Great People

• Deliver an Exceptional Member Experience

Position Purpose

The Club Manager is accountable for leading all aspects of club performance including membership growth, recurring revenue, personal training, operational excellence, payroll management, team development, and member experience.

Primary Responsibilities

• Grow the Business: Membership sales, community outreach, referrals, and retail.

• Build Recurring Revenue: Achieve EFT budget through quality membership production and retention.

• Elevate Fitness: Drive PT revenue, Welcome Workouts, PT attachment, and trainer development.

• Business Operations: Payroll, audits, mystery shops, cleanliness, safety, and brand standards.

• Lead People: Recruit, coach, develop and retain a high-performing team.

• Member Experience: Deliver a clean, safe, and welcoming club.

Performance Incentive Eligibility

• Actively employed on payout date.

• Required compliance training completed.

• Payroll and reporting submitted accurately and on time.

• No confirmed fraud, theft, harassment, payroll manipulation, or major policy violations.

• Operational Audit score of at least 90% required for Business Operations incentive.

Key Duties:

Planning

• Collaborate with leadership to shape the club’s operational strategy based on local market conditions and performance trends.

• Set clear monthly revenue and performance targets for each department and team member.

• Provide timely updates and feedback to the Regional Manager on club results, opportunities, and budget performance.

Staffing & Development

• Build and lead a high-energy team that reflects Lift RF values and delivers on performance expectations.

• Hire, coach, and manage all club staff, with support from the Regional Manager for disciplinary or termination actions when needed.

• Conduct weekly (or as-needed) team meetings to align goals, address challenges, and keep motivation high.

• Provide clear coaching and mentorship to help team members grow in their roles and prepare for future opportunities.

• Oversee training for all staff to ensure understanding and compliance with company policies, including operations, safety, HR, and member service standards.

• Resolve payroll or scheduling issues quickly, using the appropriate internal tools and support.

• Create a positive, accountable team culture; work with the DM to address any staff conflicts or morale issues.

• Promote cross-functional collaboration between departments to improve the overall member experience.

• Organize team-building events to strengthen engagement, communication, and retention.

Club Operations & Facility Management

• Create a clean, safe, and high-energy club environment that supports member retention, team morale, and overall profitability.

• Set the tone for service by being active on the floor—engage with members, gather feedback, and coach staff based on real-time observations.

• Resolve escalated member concerns quickly and use them as training opportunities to improve team performance.

• Maintain high standards for cleanliness and appearance throughout the club; address any deficiencies immediately.

• Ensure a safe environment for both members and staff by enforcing safety policies and proactively managing risks.

• Assist members directly when needed and lead by example in service interactions.

• Oversee all departments (PT, front desk, Janitorial/Maintenance) to ensure alignment and consistency in service delivery.

• Process all PT payroll-related tasks (contracts, session tracking, confirmations) at least every three days to ensure timely and accurate payment.

• Manage all payroll corrections and time clock adjustments by 11:00 a.m. the day after the pay period ends, unless directed otherwise.

• Always maintain a professional presence and uphold company standards in every decision and interaction.

Sales Leadership & Expectations

• Lead from the front by modeling strong sales behaviors and setting the standard for energy, urgency, and execution in the sales process.

• Coach team members daily on best practices for tours, closes, and follow-ups to drive membership and personal training revenue.

• Foster a “do whatever it takes” mindset to meet and exceed performance targets.

• Take on additional responsibilities as assigned by the District Manager or Corporate leadership.

• Be prepared for extended shifts, including weekends and holidays, based on business needs—note: Retro Fitness clubs are closed on Christmas Day

• This role involves frequent movement, interaction with equipment, and the ability to lift items over 50 pounds as needed.

Minimum Qualifications & Traits

• 2–3 years of leadership experience managing teams of 5–15 people

• 3–5 years of experience in retail, hospitality, or a service-driven environment

• Strong understanding of P&L, reporting tools, and the ability to analyze key performance metrics.

• Familiarity with the fitness industry and a passion for helping people achieve their goals.

• Proven ability to build, coach, and lead high-performing teams.

• High school diploma or GED required; bachelor’s degree preferred.

• CPR certification required (or willingness to obtain within 30 days)

• Experience in operations management is a plus.

• You must be able to travel by car or plane up to 10% of the time based on business needs.

Work Schedule:

Monday-Thursday Friday Saturday* Sunday

9am-1pm 2pm- 7pm 9am-1pm 2pm- 7pm 8am-12pm OFF

This job description outlines the general responsibilities and expectations for the Club Manager role, but it is not an exhaustive list of all tasks or duties. Responsibilities may shift based on business needs, and priorities may be adjusted at any time. Club Managers may be reassigned between Retro Fitness locations if needed to support operational demands or staffing coverage. These hours reflect the minimum expectations for the role. If your club is underperforming or experiencing staffing gaps, it is your responsibility to work additional hours to meet goals and maintain coverage. Saturday shifts may be waived if your club is tracking at 90% or higher of its New Member Joins goal by close of business Thursday. This is reviewed weekly and does not apply when submitting PTO—Saturdays will still count as PTO usage if time off is requested.

Personal Sales Commissions:

Writing Plan

Operating/Pre-Sale

Personal Training 10%

First Payment Defaults and Returned Payments

All personal commissions are subject to deductions in the amount of previous personal commission paid for accounts on which the member defaults on (does not pay) their first payment and accounts on which the enrollment fee is returned by the member’s bank or credit card company.

Monthly Performance Incentive

Club Classifications

Classification Annual Budget Max Monthly Incentive

Class A Under $950,000 $3,000

CLASS A CLUB

Category Maximum

Membership Growth $900

Recurring Revenue (EFT) $900

Fitness Performance $900

Business Operations $300

Total Opportunity $3,000

Membership Growth

Maximum Opportunity: $900

How it is measured:

• Membership Joins vs Budget (50%)

• Net Membership Growth vs Budget (50%)

Performance Incentive Example

Below 90% $0 No payout

90.0%-94.9% $225 Level 1

95.0%-99.9% $450 Level 2

100.0%-104.9% $675 Level 3

105.0%+ $900 Elite

Example Calculation:

Budget Joins: 120 | Actual Joins: 126 = 105%

Budget Net Growth: 80 | Actual Net Growth: 76 = 95%

Weighted Score = (105% × 50%) + (95% × 50%) = 100%

Monthly Incentive Earned = $675 (Level 3)

Recurring Revenue (EFT)

Maximum Opportunity: $900

How it is measured:

• EFT Revenue vs Budget

Performance Incentive Example

Below 90% $0 No payout

90.0%-94.9% $225 Level 1

95.0%-99.9% $450 Level 2

100.0%-104.9% $675 Level 3

105.0%+ $900 Elite

Example Calculation:

Budget EFT: $3,500 | Actual EFT: $3,692.50 = 105.5%

Monthly Incentive Earned = Full Category Maximum.

Fitness Performance

Maximum Opportunity: $900

How it is measured:

KPI Weight

PT Revenue vs Budget 60%

Welcome Workout % 20%

PT Attach % 20%

Performance Incentive Example

Below 90% $0 No payout

90.0%-94.9% $225 Level 1

95.0%-99.9% $450 Level 2

100.0%-104.9% $675 Level 3

105.0%+ $900 Elite

Example Calculation:

Budget PT Revenue: $15,000 | Actual PT Revenue: $15,300 = 102%

Budget Welcome Workout Booking 70% | Actual Welcome Workout Booking 70% = 100%

Budget PT Attachment 5% | Actual PT Attachment 5.4% = 108%

Weighted Score = (102% × 60%) + (100% × 20%) + (108% × 20%) = 102.8%

Monthly Incentive Earned = $675 (Level 3)

Business Operations

Maximum Opportunity: $300

KPI Weight

Mystery Shop Score 100%

Performance Incentive Example

Below 85% $0 No payout

85.00%-89.99% $75 Level 1

90.0%-94.99% $150 Level 2

95.00%-99.99% $225 Level 3

100.0% $300 Elite

Example Calculation

Mystery Shop: 95% ×100% = 95.0

Overall Business Operations Score = 95.0%

Reward Level: Level 3

Business Operations Incentive: $225

Mid-Month Start, Transfer, or Promotion Provision

If a Club Manager is promoted, transferred, or hired mid-month, monthly bonus eligibility will be prorated based solely on the portion of the month they actively served in the role. Bonus calculations will reflect only the revenue, retention, and operational performance generated during the period when the individual was officially in the Club Manager position.

This ensures bonus payouts align with the time and results directly attributable to the Club Manager’s leadership during that specific month.

Bonuses and commissions will be paid by the 2nd paycheck of the following month, consistent with the Company’s normal payroll practices. Bonuses are a form of payment administered solely at the Company’s discretion. You must remain employed by the Company and be in good standing on the date of bonus payment for any bonus to be earned.