The Store Manager will be responsible for the overall day-to-day operation and success of a Goodwill retail store. This person will provide leadership and direction to the team, program participants, donors, and customers while ensuring that merchandise meets frequency and quantity and quality standards to enhance the customers buying experience.  The Store Manager will support the mission by achieving sales, budget, and profit objectives while ensuring that the store operates in an efficient manner. The qualified applicant must have excellent oral/written communication skills and have a working knowledge of Microsoft Office Suite.  Problem solving and organizational skills are required with a focus on customer service. Candidates must be available to work weekends and holidays as required.

Hiring Range - $55,000-$58,300

QUALIFICATIONS:

• High School Diploma or Equivalent AND 3 or more years’ experience in Management required.  OR
  


• Associates' Degree AND 2 or more years’ experience in Management required. OR
  


• Bachelors' Degree AND 1 or more years’ experience in Management required.
  
  
  
  • Experience in retail, including fast food, re-sale, or manufacturing/production experience preferred.
  
  
  
  

REQUIRED CLEARANCES, LICENSES, AND CERTIFICATIONS:

• Candidates are expected to provide current valid clearances (Child Abuse Clearance, FBI Fingerprints Clearance, and PATCH)


• Must have a valid driver’s license and reliable transportation.

This is an excellent opportunity to work with an internationally-recognized nonprofit brand. With over 1,000 employees and annual revenues of nearly $50 million, Goodwill of Southwestern Pennsylvania ranks as one of the largest Goodwill organizations in the U.S. For three years running, Goodwill has been named to Forbes’ list of America’s Most Inspiring Companies and in 2017, Goodwill was recognized by the Brand World Value Index as the #1 Brand doing the most good for the value and impact on our community both nationally and internationally.

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)

Retail