Regional Store Manager - Region E

Natural Grocers•Lakewood, CO

15h•$110,000•Hybrid

About The Position

The prime responsibility of the Regional Manager is to work with the Store Managers to ensure that each manager has the skills/tools necessary to create optimally functioning and profitable stores which are operated in accordance with company philosophy. Additionally, the Regional Manager position assists Store Managers in enforcing and following company policies and to create unity and standards of quality/product presentation among the stores. Responsible for supporting the Director of Operations in developing and driving the overall successful operations of our stores through continued profitability and uniform adherence to company policies and procedures.

Requirements

Minimum of 1 year of experience as an NGVC Store Manager
Must have viable succession plan for your current Store Manager position approved by Operations
Must be willing to travel regionally as needed.

Responsibilities

Work with Store Managers to drive the sales and profitability of each store and the Region.
Partner with Home Office functional/departmental experts where and when appropriate.
Ensure all stores are merchandised in an awe inspiring manner.
Ensure stores are delivering high levels of customer service.
Inspect order management and stock levels.
Develop programs to drive average check.
Help Store Managers get involved in local communities.
Increase customer counts.
Inspect and discuss shrink.
Discuss and monitor labor management and scheduling.
Conduct monthly P&L reviews.
Partner with HR and Director of Operations to drive Succession Planning efforts within the Region.
Monitor and drive staffing levels for Region.
Track and evaluate store-by-store manpower utilizing tools developed by HR and Director of Operations.
Focus on internal development to lower turnover, increase morale, improve efficiency, and improve customer service.
Identifies, trains, and promotes store employees who have career goals with the company.
Partner with HR on external hiring needs, processes and guidelines.
Partner with HR and participate in panel interview processes for Store Managers and Assistant Managers within the Region.
Monitor and evaluate turnover levels within the Region.
Discuss all management moves with Store Managers.
Approve all Assistant Manager and Store Manager promotions within the Region.
Partner with Home Office Training Department and lead the training efforts within the Region.
Monitor all Store Manager and Assistant Manger training.
Work with Store Managers to insure that all training expectations and accountabilities are being followed in the stores.
Through the use of Succession Planning and Training tools, ensure bench strength is being developed within each store and the Region.
Trains new Store Managers, as needed, as they assume responsibility for their store.
Ensures that all new Store Managers work and become knowledgeable in all departments in their store (including a thorough working knowledge of the Vitamin Department).
Manage basic operations.
Cleanliness.
Customer greeting.
Customer education (ex. supplement education on sales floor).
Customer follow-up.
Customer departure acknowledgment.
Safety.
Employee and customer safety.
Customer complaints/relations forwarded by Home Office Customer Service Department.
Disciplinary actions in partnership with Home Office Human Resources department.
Home Office derived training and programs follow-up.
Regularly scheduled store visits.
Attends staff meetings at the stores as needed to provide additional input and training.
Drives programs and processes.
Conducts store inspections on a regular basis.
Reviews results with Store Manager and management team.
Reviews MMR with Store Manager.
Maintains performance dashboard/report card developed by Director of Operations and CFO.
Drives performance review and merit increase processes for Store Managers in accordance with Home Office policy.
Discusses performance review and merit increase processes for store employees with Store Managers to ensure they are following Home Office policy.
Drives incentive compensation processes in accordance with Home Office policy.
Drives and manages inventory processes.
Follow-up on Home Office derived programs, processes, policies, and SOP's.
Partner with Human Resources to drive and manage disciplinary processes.
Discipline for Store Managers.
Ensures Store Managers are holding associates accountable.
Required to attend all Hotline trainings.
Works with various Home Office personnel, including store support and product coordinators, to make the stores successful.
Communicates store support needs, including training.
Solicits feedback regarding the performance of store management.
In conjunction with the Director of Operations, schedules home office staff out to stores and provides them with specific tasks and duties to achieve.
Acts as a communication liaison between Home Office and the stores where appropriate.
Regional Manager should be the first point of contact for Home Office when help is needed to solve an issue in a store; Regional Manager needs to hold Store Manager accountable.
Communicates with Home Office for regional support requests and requirements.
Attend store level meetings whenever possible.
Communicates with DO and Home Office when required.
Provides Regional updates at all MAP meetings.
Managers and directors are expected to be professional at all times and provide appropriate leadership for the staff and the company.
Leader effectiveness requires treating people decently while at the same time successfully motivating them toward high performance in their work.
Managers and directors are expected to demonstrate positive and calm communication with staff at all times.
When discussing an issue with an employee, managers and directors must carefully choose when, where, and how to best discuss the issue in order to maintain professionalism and confidentiality.
Performance and personnel issues should only be discussed in the manager's office, not in front of other employees, customers or vendors (unless an employee in a management position is acting in the capacity of a witness).
Managers and directors are expected to show the highest level of respect and integrity in their day-to-day actions with employees and outside contacts.
Managers and directors are expected to conduct themselves with the highest level of integrity, responsibility, and excellence.
As a representative of the Company to our employees and our professional vendors, leaders are expected to represent Vitamin Cottage as a just, fair, respectful, caring, compassionate, and honorable company.
Managers and directors are expected to be leaders in the workplace, setting the standard of excellence required through their job performance and professional demeanor.
It is expected that leaders will hold employees accountable and do so in a manner which is in line with the highest standards of professionalism and respect.

Benefits

Birthday Bonus Pay
Vitamin Bucks (up to $2,080 earned as store credit annually)
Holiday Pay for 5 Holidays – Stores Closed
Paid Time Off (sick days and vacation) that Increases with Tenure
Paid Nutrition Education
good4u Crew Member Discount
Npower Program (customer appreciation and rewards program)
Regular, Scheduled Pay Increases
Advancement Opportunities and Career Development
Health and Wellness Program
Employee Assistance Program (EAP)
Employee Referral Program
Medical, Dental and Vision Insurance
Paid Parental Leave
Paid Medical Leave (through company paid short-term disability insurance)
Company Paid Short-Term Disability Insurance
Company Paid Life Insurance
Voluntary Benefits Including Hospital Indemnity, Accident Insurance, Long-Term Disability Insurance, Term Life Insurance
Retirement Savings Plan (401k) with discretionary Company Match
Healthcare and Dependent Care Flexible Spending Account (FSA)
Health Savings Account (HSA) with Company Match