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District Manager
Purpose & Overall Relevance for the Organization:
Monitor Store Performance in quantitative and qualitative aspects in order to reach company targets and being active support to Store Managers in operational and administrative tasks for assigned district and/or stores.
Key Responsibilities:
- Visit the assigned District and/or stores on a regular basis
- Responsible for shrink and inventory management
- Act as intermediation between stores and Store Operations/Merchandising
- Collect and review weekly store reports written by store managers
- Support Merchandising in identifying potential for store-to-store transfers
- Execution of loss prevention management
- Ensure store appearance according to regional guidelines
- Support Store Managers in operational and administrative tasks
- Co-ordinate consumables and other necessary materials
- Support store manager in staffing
- Lead and motivated Store Managers
- Manage and motivate Own Retail employees
- Define jointly together with Store Operations Manager/Retail Training Manager yearly training calendar for store personnel
- Provide feedback to direct reports and foster their performance development
- Providing input to enable Stores to come up with proper forecasts
- Ensure achievement of operational retail targets and KPIs
- Monitor Net Sales and Operational markdowns
- Monitor cycle counts, stock takes, shrinkage and inventory accuracy
Key Relationships:
- Marketing, Human Resources, Legal, Buying and Trading Teams.
Knowledge Skills and Abilities:
- Experienced in job and fully qualified/trained.
- Combined broad theoretical and practical knowledge incl. company policies and practices
- Strong competence with various tools, procedures, etc
Requisite Education and Experience / Minimum Qualifications:
- 5 Years experience
- Sales management and comprehensive understanding of products, retailers and the sports industry.
- Knowledge in managing Retail KPIs.
- MS Office Skills, Business Analysis and Interpersonal Relations
En adidas, promovemos la diversidad de los equipos, apoyamos la inclusión de todas las personas y fomentamos la expresión individual. En el marco de la Ley de Inclusión N°21.015, incentivamos la inclusión de personas con discapacidad al mundo laboral.
At adidas, we strongly believe that embedding diversity, equity, and inclusion (DEI) into our culture and talent processes gives our employees a sense of belonging and our brand a real competitive advantage.
– Culture Starts With People, It Starts With You –
By recruiting talent and developing our people to reflect the rich diversity of our consumers and communities, we foster a culture of inclusion that engages our employees and authentically connects our brand with our consumers.