Retail Store Manager

Company Description The targeted hiring range for this full-time position is $22.01- $30.88 plus commission depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things plus market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process. Our comprehensive benefits package for full-time employees includes medical, dental, and vision coverage, along with health savings and flexible spending accounts, life and disability insurance, generous paid time off and holidays, a 401(k) match, employee discounts, and valuable well-being benefits like free EAP services, financial planning assistance, and well-being coaching all designed to support your health and financial security. You can find retail jobs just about anywhere. So, why work at Red Wing Shoes? From our purpose-built footwear to our stylishly designed stores, you’ll see the difference. From our life-friendly retail schedules to career advancement, you’ll feel the difference. And, when you create remarkable, in-store experiences for customers who build, shape, and protect the world around them -- you’ll make a difference. We’re not just retail. We are Red Wing. Job Description

GENERAL PURPOSE OF JOB:

Responsible for the overall retail operations including recruitment, team development, profitably, managing expenses, accounts receivable, developing new business, store inventory and merchandising. Promote and support our high-quality Red Wing brand image through professional selling, building loyalty and long-lasting relationships with our customers. This is achieved by promoting the Red Wing Shoe Company’s Ultimate Fit Experience (UFX), selling our premium products, and providing conscientious customer service. ESSENTIAL DUTIES and RESPONSIBILITIES: Manage inter-store transfers, payment collections, and follow up as outlined in the Standard Operating Procedures Analyze monthly financial statements (P&L) while adjusting operating expenses to ensure store profitability Manage monthly labor model as defined by monthly labor and sales budgets Uphold RWSC merchandising and brand standards to ensure store presentation requirements are met Manage inventory levels and accuracy by completing style counts, monthly wall counts, product assortment reviews Lead by example by guiding each customer through RWSC’s Ultimate Fit Experience Provide appropriate accessory recommendation, educate customers on the benefits of each Generate Industrial Sales Leads Achieve and exceed daily productivity and sales goals Maintain the integrity of the sales floor presentation, store signage, and housekeeping standards Maintain proficiency with product knowledge, technical, and operating standards through continuous learning Maintain a safe and healthy work environment by following organization standards and legal regulations Maintain industrial/RWfB account operational requirements Build collaborative relationships between you and key people with whom you’ll work or interact with; field team/business partners Manage store staff through consistent implementation retail initiatives, policies/procedures, goal setting and performance management Foster an environment of continuous education and development while supporting company driven training initiatives and participation in learning activities Recruit, develop, and train store associates to achieve operational and sales objectives as well as adhere to policies and guidelines Create an environment of inclusivity, positive employee morale, as well as safe working conditions amongst peers

OTHER DUTIES AND RESPONSIBILITIES:

Obtain necessary information by maintaining knowledge of RWSC’s electronic communication software Maintain quality service by establishing, following, and enforcing organization quality system standards Uphold Red Wing Shoe Company’s core values Willingness to perform additional duties as required Conduct self-accordance to RWSC policies Qualifications

EDUCATION, EXPERIENCE AND REQUIRED COMPETENCIES:

High School Diploma/GED or equivalent work experience Must be age 18+ within 30 days of application 2 years managerial experience Results oriented Effective Written/Verbal Communication Knowledge and comfort with technology and Microsoft Office programs ADDITIONAL DESIRABLE QUALIFICATION AND COMPETENCIES: Thorough knowledge of Red Wing Shoe Company’s mission, values, and organization structure Profit and loss knowledge Naturally curious, has passion for new ideas, and looks to drive growth Problem solving Retail Footwear Specialty Retail Employee development

PHYSICAL DEMANDS:

Lifting 50 pounds, bending/squatting to lace shoes, overhead lifting, twisting, climbing a ladder, standing for long periods of time Housekeeping duties including but not limited to: vacuuming, mopping & waxing floors, washing windows, use of disinfectant chemicals, discarding of all trash, maintaining recycling, installing, and maintaining furniture, fixtures, and displays.

WORK ENVIRONMENT:

Retail store Additional Information Red Wing Shoes is an Equal Opportunity Employer. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. Individuals with disabilities needing assistance in completing an application may contact [email protected] or call View phone number on click.appcast.io. Please view Equal Employment Opportunity Posters provided by OFCCP at All offers of employment are contingent on satisfactory results of a background check. Red Wing Shoe Company, Inc. is a drug-free workplace. Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please. 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)