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Area Manager in Davenport, IA at WIS International

Date Posted: 9/14/2018

Job Snapshot

Job Description

Job Duties 1. Maximizing Financial Performance – The incumbent is responsible for meeting, or exceeding the approved revenue and profit plan, and for analyzing monthly Profit & Loss statements (with an eye toward maximizing office net profit results by actively managing on-going labor expenses). Develops and implements plans to improve productivity and efficiency within the local operation, and manages expenses by closely monitoring supply use, equipment and van maintenance. Acts as primary crew leader/manager of record at significant inventory counts (staff ranging up to 150 associates). Multi-day inventory events, e.g., Day 1 – tagging/mapping/preparation, Day 2 – stockroom count, Day 3 – sales floor count.

2. Effective Employee Scheduling – Utilizes Results Based Forecasting (RBF) to effectively schedule team members on job assignments, based on availability, productivity, and skill level. Plans/schedules account specific dedicated teams to build expertise, efficiency, and productivity. Eliminates overtime by actively managing number of days/hours worked weekly by each associate, driver, and inventory supervisor.

3. Revenue Growth Contribution – Promotes sales efforts on both new and existing accounts by delivering high levels of customer service, fostering relationships with local store, district, and loss prevention managers. Commits appropriate resources and time to improve service delivery (staffing commitments, accuracy, meeting required count timelines, and team professionalism).

4. Raise the Bar – Accountable for employee dress standards, attendance, professionalism, and productivity. Improves team performance by adhering to all WIS policies/procedures and ensuring effective staffing and training of employees. Ensures the appropriate use of counseling/corrective action when necessary to improve job performance.

5. Provides the Tools for Success – Ensures consistent high level customer service and profitability by scheduling/confirming the appropriate number of trained/qualified staff, allocating functioning equipment, coordinating safe transportation of a team to job sites, and reviewing/adhering to account specific instructions. Ensures that clear instructions are communicated to team members at each job.

6. Safety First focus – Minimizes workers’ compensation costs by creating a culture of safe work behaviors and practices (to include proper use of step ladders, mandatory seat belt use in company vehicles, and employee awareness of their surroundings at the job site). Promotes and participates in safety awareness and accident prevention programs. Ensures the appropriate use of counseling/corrective action to alter unsafe or inappropriate behaviors that may lead to injury. Enforces fair employment practices among all employees.

7. Multi-Tasking – Effectively organizes, prioritizes, plans and executes tasks within required time frames. Key priorities include: Employee job scheduling, performance appraisals, email responses/communication, team training/development, inventory planning, and maintaining appropriate staffing levels to meet customer commitments. Addresses employee payroll concerns in a timely manner.

8. Talent Acquisition – Partners with Area Recruiter Trainer (ART) to recruit new employees and build/maintain a pipeline of local, qualified applicants. Ensures that each ART is properly trained and supported in screening applications for qualification, conducting background investigations, interviewing candidates, making hiring and non-hiring decisions to minimize legal risk/exposure. Develops monthly/weekly plans that include hiring and source development goals.

9. Talent Retention – responsible for developing and maintaining a positive work environment, turnover reduction. Hire the right staff, address employee behavioral issues, foster collaboration, one on one meetings with key employees, be transparent with actions and communication, provide feedback on job performance/coaching, recognize and reward positive work behavior/results. Consistent use of Performance Recognition Report (PRR) – to recognize good employee performance, e.g., attendance, productivity improvement, team player.

10. Leadership Development – Selects, develops, trains, monitors and provides general direction to subordinate managers to ensure successful performance of their principle duties and responsibilities (hands on in-store training, assigning Inventory Supervisor training modules, assigning Inventory Supervisors a mentor). Builds a leadership team within their operation who is properly trained to deliver strong customer service and productivity results, and can effectively coach, train, develop and lead our inventory team at an assigned job site. Completes monthly Back to Basics (B2B) in store audits on Inventory Supervisors/Managers, to ensure performance meets standard expectation, e.g., planning, efficiency, procedures, safety, account expectations, equipment control, customer service and productivity.