Regional Manager, Central

Tailored Brands•Denver, CO

8d•$140,000 - $170,000

About The Position

The Regional Manager (RM) is accountable for the overall performance of multiple districts and businesses, including Retail, Rental, Custom, and Tailoring. The role builds high-performing teams in partnership with District Managers and plans strategically to drive business results while fostering an inclusive culture and a legendary customer experience. The Regional Manager directs, coaches, trains, and develops District Managers to achieve desired business results across the region. This position reports directly to the Zone Vice President and must reside in the Greater Denver Area close to a major airport. Success in this role requires strength in leadership, business acumen, accountability, operational excellence, talent development, and customer experience. The Regional Manager sets expectations and achieves regional business plans; analyzes metrics and trends; presents fact-based recommendations; communicates priorities; guides operational improvements; manages budgets; assesses market demographics and competition; and leads local marketing and outreach. The role also addresses underperformance, prioritizes district visits, creates an engaged and inclusive environment, develops talent and succession pipelines, and uses customer feedback to resolve concerns and improve store management.

Requirements

Minimum 5 years of experience successfully leading, managing, and developing multi-unit retail teams, or equivalent experience.
Strong decision-making and problem-solving skills.
Strong quantitative and analytical skills, with a deep understanding of site analytics, sales, and financial data.
Creative, business-savvy approach and good judgment.
Self-motivated, results-oriented, strategic thinker.
Strong organizational and leadership skills, with the ability to multitask in a fast-paced and dynamic environment.
Excellent written and verbal communication skills, including active listening and effective communication with internal and external stakeholders at all levels.
Strong interpersonal skills and ability to engage others in positive dialogue one-on-one or in groups and at different levels.
Ability to prioritize duties, work under time constraints, handle multiple tasks, work independently, and remain flexible as priorities and assignments change.
Proven ability to develop staff into high-performing individuals and team members through training and development.
Experience building strong organizations with committed staff, evidenced by employee retention and engagement.
Proficiency with technology systems, applications, Microsoft Office, and video conferencing.
Travel is required.

Nice To Haves

Bachelor's Degree preferred.

Responsibilities

Set clear expectations and achieve regional business plans, including sales, profitability, and other financial measurements.
Analyze key metrics and reporting to evaluate business performance and trends, and create plans to address opportunities in the region and individual districts.
Present opportunities and recommendations for solutions or support using fact-based information and data.
Communicate priorities and business-driving information so District Managers and store leadership are aligned and equipped to maximize opportunities.
Communicate consistently and clearly with regional and district teams to align stores with company expectations.
Provide strategic oversight and guide teams in identifying, recommending, and implementing changes that improve business results and operational productivity.
Model company values and lead by example as an active coach.
Partner with, influence, and build confidence with internal and external stakeholders.
Invest in personal growth and aspire to advance.
Manage district and regional budgets effectively.
Understand market demographics and provide insights on real estate and traffic trends.
Conduct competitive market visits or research and create fact-based analysis.
Lead district teams in managing local marketing events and business outreach opportunities.
Identify underperforming districts or stores and develop effective business plans to address them.
Prioritize work schedules and district visits based on urgency and need.
Create an engaged and inclusive environment where opinions and contributions are recognized and valued.
Cultivate a culture of learning and development, using training tools to onboard new employees and develop high-potential talent.
Build a pipeline of internal and external talent at all levels through recruitment, development, and succession planning.
Use customer feedback to prevent or resolve concerns and turn escalated customer concerns into training for store management.