The Assistant Manager I assists the Store Manager in the daily operation of the store, serving as the Store Manager when the Store Manager is not present. The Assistant Manager I is responsible for achieving profit goals and training, directing and monitoring all associates 

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Essential Duties: 

\n\nDrives the sales and gross profit goals for the assigned store \nSupports the delivery of continuous operational and financial improvements within the store \nEnsures every customer has a positive shopping experience \nPartners with Merchandising, Operations, Customer Service and Human Resources with decision-making in each of these functional areas \nResponsible for sales calls on potential new customers and supporting growth of existing customer business \nAssists in the development of creative plans to increase store sales including implement planned sales promotion activities \nResponsible for maintaining sales records and managing inventory \nAssists in apportioning work among associates \nSupports the management of store expense control and payroll to optimize business\nTrains Assistant Manager II on all management tasks \nProvides supervision, training and development opportunities for associates in assigned area \nResponsible for interviewing, selecting and training associates \nDirects, manages, reviews and disciplines associate in assigned area \nProvides input and recommendations to Store managers in hiring and termination decisions \nPrepares work schedules for all associates in the store \nResponsible for the safety and security of employees and the property \nEnsures compliance with Company policies and procedures and all applicable food safety rules and regulations \nManage bad check process and report to accounting team \nActs as Store Manager in Manager’s absence \nResponsible for opening and closing the store \nResolves escalated customer complaints \nCelebrate and recognize successful moments everyday \nOther duties as assigned. \n\n

Qualifications: 

\n\n2+ years of merchandising/retail grocery experience or 1+ year managing store inventory \n1+ year supervising direct reports \nDegree preferred \nAble to stock merchandise weighing up to 45 pounds, on shelving at various heights. \nStrong interpersonal, communication and follow through skills \nStrong problem solving, decision making and financial analysis skills \nProficient in Microsoft Office suite; Word, Excel, and Outlook \nMust be open to promotional relocation in the Southwestern United States. \nMust be flexible and willing to work the demands of the department which may be subject to evenings, weekends and holidays. \n\n

Corporate Summary: 

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At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.

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Our Mission: 

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At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”

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Why work for us?

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Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy.  That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck.  And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education and wellness programs.

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Equal Opportunity Employer  

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Shamrock Foods Company is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.

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)