Assistant General Manager

Job description

60,000.00 - 68,700.00 USD Annual Overview At PGA TOUR Superstore, we are always looking for enthusiastic, self-motivated, flexible individuals who will share a passion for helping transform our business. As one of the fastest growing specialty retailers, we’re dedicated to hiring selfless team players from different backgrounds to influence the growth of our organization. Part of the Arthur M. Blank Family of Businesses, PGA TOUR Superstore continuously strives to create a family culture for our Associates – driven by our vision to inspire people through golf and tennis. Position Summary The Assistant General Manager (AGM) supports the General Manager (GM) in the execution of all company strategies and directives. The AGM is accountable for achieving store goals while driving operational efficiencies and maximizing overall customer experience. The AGM is expected to provide full leadership and guidance over the store. The AGM collaborates with the General Manager as well as Field Leaders and Store Support Center (SSC) Leaders to assess the needs of our customers and Associates in order to maintain an elevated experience. Additionally, the AGM is expected to act as the owner of the entire store and empower the Managers to do the same for their assigned departments. Key Responsibilities: Build and develop a team of passionate and knowledgeable Managers who strive to exceed customer service expectations by focusing on engaging customer interaction and store presentation. Understand business reporting and customer insights to troubleshoot and follow up on opportunity areas. Coach, train and empower your managers to be business experts by leveraging data to drive business decisions. Quickly respond to any negative customer experience by de-escalating the situation and ensuring the Associate understands and feels supported to make things right for the customer. Use customer feedback to coach/recognize Managers and Associates. Ensure compliance with all Company Merchandising and Operations Standards within each area of the store. Enable Managers to look at things through the Customer lens to maintain and exceed PGATSS commitment to offering world class experiences for our Customers. Manage the store experience by anticipating and/or reacting with urgency to staffing or scheduling needs based on fluctuations in customer traffic and sales. Create a scheduling plan in partnership with Operations Manager based on monthly and weekly business workload labor budgets, and customer traffic. Leverage all available tools including but not limited to workload planning, carton tracker and markdown calendars. Ensure compliance with all Loss Prevention policies and procedures to maintain store inventory accuracy and a safe and secure workplace. Demonstrate a culture of ethical conduct, safety, and compliance. Lead Managers to work in the same way and hold others accountable for this commitment. Execute scheduled department walks with Managers on a consistent weekly cadence in order to maintain operational excellence, Customer experience and Associate engagement within each department. Enable and expect Managers to follow up on training completion, check for understanding, and provide continuing education opportunities. Engage in consistent and meaningful development conversations throughout the critical touchpoints within the Managers career path. Establish a culture of accountability through clear expectations and performance management (observe, recognize and coach). Recruit, hire and retain a passionate team for area-specific knowledge and expertise. Through implementation and execution of all development plans set in place by General Manager. Ensures execution of Associate engagement plan in partnership with Store Leadership Team (SLT). Accountable for ensuring new hires receive consistent on-boarding experience and all training is executed proficiently, accurately in a timely manner. Be knowledgeable about the Workday, benefits, and HR programs and services to train new hires and provide on-going information to Associates. Assist Associates in navigating Workday for training, benefits, pay information, etc. Execute intentional local recruitment efforts to help find and select the right talent that represents the community they serve. Lead all efforts related to reviewing, scheduling, and processing prospective Part-Time candidates through the talent acquisition process within Workday. Ensure store leaders properly document all disciplinary actions and Associates acknowledge them in Workday. Lead SLT in delivering on all HR Operational and cyclical programs to maintain compliance. Support the Leadership Team in ensuring equitable experiences, strengthening inclusion acumen, and promoting a culture of inclusivity and belonging that embraces the contributions of all team members. Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias. Responsible for store inventory process, leading all efforts related to inventory readiness and preparation as outlined in the LP-0006 Inventory Count. Demonstrate a commitment to Diversity, Equity, and Inclusion (DEI) through continuous development, modeling inclusive behaviors, and proactively educating on bias. Act as the DEI Champion between the Stores and SSC by strengthening our ability to communicate/execute DEI initiatives. This role acts as the liaison and direct extension of the SSC DEI Council. Qualifications and Skills Required: Communication: Candidates must have strong listening and interpersonal skills. They must possess good verbal and written communication skills and be able to communicate cross-functionally. Candidates communicate expectations and standards to execute company programs. Analytical: Candidates must have strong strategic skills and the ability to effectively forecast business needs and develop comprehensive solutions to complex problems. Candidates must be able to identify opportunities and solutions to increase sales and strengthen operational processes. Computer: Candidates must possess basic computer skills with a working knowledge of the Microsoft Office Suite, including Outlook. Accountability: Candidates must possess the skills to manage conflict, lead conflict resolution & hold others accountable. Business Acumen: Strong business acumen with complete accountability for P&L management. Organization: Candidates must be able to organize multiple priorities to ensure that resources are properly allocated to meet objectives. Leadership: Candidates must be able to lead by example and, through daily actions, enforce a high standard of customer service. Education: The knowledge, skills, and abilities typically acquired through the completion of a G.E.D. or high school diploma. Experience: Three (3) years of experience in sales, management, or people development. College degree preferred. Working conditions and physical demands: Must be able to stand for extended periods of time, climb up and down a ladder, move throughout the store, and lift a 30 lb. box overhead. Candidate must be able to work a flexible work week, and work nights, weekends, and holidays depending on business needs. PGA TOUR Superstores is an Equal Opportunity Employer, committed to a diverse and inclusive work environment. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. We comply with all laws that prohibit discrimination based on race, color, religion, sex/gender, age (40 and over), national origin, ancestry, citizenship status, physical or mental disability, veteran status, marital status, genetic information, and any other legally protected status. Employment discrimination isn’t just unlawful, it violates our policies and is not who we are. Every associate at every level in the organization is prohibited from engaging in any form of discrimination. An associate who believes s/he is being discriminated against should report it immediately to the Human Resources department. The law and our policies prohibit retaliation against anyone for making such a report.