Store Key Holder

Job Description

MISSION CONTRIBUTION:

To ensure the efficient and cost-effective operation and stewardship of Goodwill to maximize profitability and increase training opportunities.

SUMMARY:

Under the supervision of the Store Team Lead Coach, the Keyholder is responsible for all aspects of operating a Goodwill Store.

ESSENTIAL FUNCTIONS:

Provides outstanding customer service.

Under the supervision of the Store Team Lead Coach, the Keyholder trains, develops, supervises, and evaluates team members within the framework of Goodwill policies and procedures and job descriptions.

Operates the store within budgeted expense to revenue ratios and donor value.

Ensures good stewardship of all donations, through proper handling and processing of incoming donation flow in and out of the store in accordance with Goodwill policies and procedures.

Under the supervision of the Store Team Lead Coach, the Keyholder schedules/maintains labor and payroll in accordance with Goodwill policies and procedures.

Responsible for image, maintenance, loss prevention, safety, and security of Goodwill in accordance with Goodwill policies and procedures.

Under supervision of the Store Team Lead Coach, the Keyholder is responsible for ordering and maintaining supplies and all other Goodwill property in a secure manner in accordance with the established budget and practices.

Under the supervision of the Store Team Lead Coach, the Keyholder is responsible for:

Cash handling

Comment cards

Monthly Safety Site Inspection

Incident/Accident reports

Petty Cash and Expense Reports

Purchase and supply orders

Quarterly PLU Reports and analysis

Team Meeting Minutes

Weekly Scheduler with two weeks scheduled for all team members.

WESA Reports completed in an accurate and timely manner.

Work requests (Facility Maintenance and Information Support)

Maintains compliance with Commission on Accreditation of Rehabilitation Facility (CARF) standards.

Keeps informed of product knowledge, industry trends, and competitive pricing through comparative shopping of competitors (e.g., full or discount retail, consignment, and second-hand thrift.)

Performs assigned duties and management responsibilities within the framework of our Guiding Principles:

Using data for operational productivity

We are committed to providing outstanding customer service.

Greeting donors and shoppers within 10 seconds.

Maintaining a clean, neat, organized, and safe facility. The image of the store reflects Goodwill, leadership, and the team.

Stocking our store with full and fresh product.

All donations should be processed within 24 hours.

Avoiding piles-If you have a pile, we have a problem.

Attends in-service and related training as assigned by the Store Team Lead Coach.

May be asked to participate in activities outside of Goodwill.

Performs other duties as assigned by the Store Team Lead Coach.

MINIMUM QUALIFICATIONS:

Minimum of two years of management/supervisory experience in a business (retail) setting preferred.

High School Diploma or GED required.

Strong leadership, interpersonal, and verbal and written communication skills.

Must pass NorthStar test.

SPECIAL REQUIREMENTS:

Must be available to work when scheduled to meet the needs of the store.

Must have a reliable means of transportation.

Scheduling: Must close two nights per week minimum, no more than one weekend off per month and cannot overlap with another member of leadership.

Must make a commitment to drug-free workplace culture and policy.

PHYSICAL REQUIREMENTS:

Able to bend, reach and stand for extensive periods of time and lift up to forty (40) pounds. May be required to lift heavier goods/items with the assistance of another team member.

Able to perform tasks that require repetitive motion, i.e., tagging or hanging clothes. Manual dexterity is required.

CRITICAL PERFORMANCE FACTORS (CPF):

Efficiency (Location vs goal)

Transaction Value (Location vs goal)

Donor Value (Location vs goal)

Sales per Labor Hour vs LY (Location vs goal)

Sales vs Budget (Location vs goal)

Payroll as a Percent of Revenue (Location vs goal)

Budgeted Profit vs Actual Profit (Location vs goal)

Retention (New Hire 90 -day retention and annual retention vs LY)

Role Model Worker % of RFT TMs (# of Full Time TMs that are RMW/MA vs non-RMW by %) vs goal

Customer Service (Internal and External)

Image (Goodwill, Team, and Signage)

Change Round up as a % of Transactions (>30% and higher than previous year)

Administration - Performance management/Training (zero overdue)

Reporting-Quarterly Business Unit, Team Meeting Minutes, Safety, Over/Short

Operations - Goodwill Internal Audit metric score

Safety – Goodwill Safety metric score

Behavioral Expectations for Retail Keyholder

Ownership of My Location: As the Store Keyholder, every day I will support the leadership team with assigned tasks and be a connection between staff and leadership. I will present a united front with leadership and have open, honest communication, building trust between my manager and me. While I cannot control everything, I can address things I know to be going against company rules and create a learning opportunity from the situation. I will give recognition and ensure that employees are supported.

I acknowledge by not accepting ownership of my location:

I will not create a culture of accountability.

I will not gain the trust of my team or Supervisors. I will also not earn respect from my team if I do not initially accept responsibility for my location.

I understand that that by not taking ownership of my location can also negatively impact my employee status or employment.

Production: I will ensure production goals are met during my shifts. I will intentionally move the right people to the right place as needed. I will mentor and coach each employee with appropriate documentation. I am committed to leading a learning culture. I will routinely evaluate my team’s behavior and how they are doing. I will actively coach each employee to create ideas for improvement and encouragement. I will be present in the moment and pay attention to what each employee is accomplishing. I will keep my supervisor informed of progress or potential problems. I will utilize data to determine operation changes that need to be made. I will commit to being flexible and adapting to changes in priorities dictated by my work environment.

I acknowledge that if I am not properly handling production:

I am not fulfilling the mission of Goodwill.

I am missing the opportunity to develop myself and my team.

I am putting employees’ jobs at risk and will create a stressful work environment.

I understand that if I do not ensure production goals are met, I can also negatively impact my position/employment with Marion Goodwill.

Accurate, Consistent Communication: I will practice accurate and consistent communication with my team, customers, and executive team. I will not ignore or procrastinate on addressing things I know are incorrect and against company policies. I will treat all team members fairly, embodying a shared level of respect. I will always attempt to solve problems based on my knowledge and past experiences but will ask for help when unsure. I will use the correct communication channels. I will actively listen to others, demonstrating a willingness to understand their comments, perspectives, and concerns. I will give credit and recognition to others who have contributed.

I acknowledge when I do not demonstrate accurate, consistent communication:

I am not providing clarity. Clarity allows employees to understand what they need to do and meet goals.

I am not providing the tools necessary to create a learning culture.

I am not doing my part in holding my team accountable.

I understand that that not demonstrating accurate consistent communication can also negatively impact my employee status or employment.

I have read this job description, all requirements and CPF, reviewed them with my supervisor, and understand what is required of me.

Full-time