Goodwill is seeking a growth-oriented and collaborative leader for the Retail Regional Manager for our South Region, which includes our Muscatine, Keokuk, Fairfield, and Iowa City stores!
Our Retail Regional Managers lead and inspire a high-quality retail leadership team that empowers team members and inspires customer and donor loyalty.
This position ensures each store has the proper tools necessary for success in meeting store goals, recruitment and retention, and team member engagement, and will accomplish these objectives needs through exceptional leadership skills, merchandising and marketing strategies, and the ability to use data to drive success.
Regional Managers also oversee operational excellence at each store, including cash handling procedures, safety systems, and inspections.
Our retail leadership team has a growth mindset and has continually grown sales year over year through creativity and by creating a positive team environment.
Our regional leaders foster collaboration, demonstrate the highest levels of integrity and Goodwill’s PRIDE values.
Goodwill’s mission is to help people reach their full potential through education, training, and the power of work, and our regional leadership team empowers each store to live the mission.
Interested applicants should submit a resume, cover letter, and 3 professional references.
Qualifications:
Five years of full-time employment in a retail management position is required.
Multi-unit management experience is preferred.
Strong business acumen and use of data for decision making.
Demonstrated proficiency with Microsoft Office Products, including Word, Excel, and ability to use reporting tools.
Strong relationship building skills and excellent written and verbal communication.
This position requires a valid Iowa driver's license, proof of required auto insurance, and must pass motor vehicle record screening and criminal background checks.
The Retail Regional Manager position has a starting salary ranging from $64,284 - $70,713 per year, depending on experience.
The schedule will vary, and will include a combination of day, evening, and weekend hours.
Goodwill has great benefits!
Competitive PTO
Generous store discount
Opportunities for advancement
Strong team culture
Up to 6% employer contributions to retirement after one year
Health/Dental/Vision insurance
Goodwill of the Heartland is an equal opportunity employer.
All qualified applicants will receive consideration for employment without regard to race, creed, color, national origin, religion, age, physical or mental disability, sex, gender identity (including gender expression), sexual orientation, genetic information, marital status, family/parental status, income derived from a public assistance program, veteran status, political beliefs, reprisal or retaliation for prior civil rights activity or other protected categories.
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Experience
Required
5 year(s): Five years of full-time employment in a retail management position is required.
Preferred
Multi-unit management experience is preferred.
Licenses & Certifications
Required
Criminal Record Check
Dependent Adult Abuse
Motor Vehicle Record
Sexual Offender Registry
Vehicle Ins-Basic
Drivers License
Skills
Required
Microsoft Office
Customer Service
Supervision
Management
Verbal Communication
Written Communication
Behaviors
Required
Enthusiastic: Shows intense and eager enjoyment and interest
Dedicated: Devoted to a task or purpose with loyalty or integrity
Team Player: Works well as a member of a group
Innovative: Consistently introduces new ideas and demonstrates original thinking
Leader: Inspires teammates to follow them
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)
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