Area General Manager - SportClips - Full-time / Part-time

We are looking to add a Area General Manger to our team as we continue to grow. The Area Manager will Proactively grow the business’s operating profit, client satisfaction/retention, team member morale/retention, and key operating measures -- by taking ownership for financial measures (sales, costs), all operating results, all people development, and store appearance (and maintenance).  The Area Manager will be the on-site representative of the Team Leader, and will be the key Manager of the business in the market.  

The Area Manager’s work will free up the Store Managers to primarily focus on team culture/camaraderie, team member five-point play excellence/consistency, and 100% high-quality haircuts.

Key Areas of Responsibility:

1. Business Planning & Delivering Results (Accountability).

• • Work with Operations Manager on finalizing Quarterly Goals for each store

  • Deploy Quarterly Goals to each Store Manager

  • Develop store Action Plans with (for) each Store Manager

  • Weekly One-on-One Meetings with each Store Manager to review each team’s results, successes, opportunities, individual team member results, and next steps

1. Building our Teams – Recruiting/Hiring/Onboarding.

   • Lead the Recruiting efforts for all 5 stores in the market

   • Place the ads on hiring sites (with direction from Operations Manager on budget)

   • Track the progress of the recruiting ads (number of candidates, interviews, hires)

   • Lead the recruiting social media efforts for all 5 stores (e.g. Facebook Recruiting pages)

   • Contact at least 5 Beauty Schools quarterly (either by phone or in person), and develop relationships with Bty Sch Recruiting Directors, so strong candidates are passed on to us

   • Contact all candidates immediately upon receiving applications or interest, and set up interviews

   • Conduct all interviews of new candidates (with the Store Manager if possible)

   • Make all hiring decisions

   • Lead the onboarding of each new hire – have an action plan for each new hire, call the new hire on Day One if can’t be there in person, personally train them once each week for at least 4 weeks, personally observe them once each week for at least 4 weeks

   • Debrief each new hire with their Store Manager each week for at least 12 weeks

1. Scheduling.

• Use the Hourly Load Report and the Scheduling Tool for each store to develop the “shifts” required in each store to deliver the client count goals and payroll goals for each store

• Deliver the required “shifts” to each Store Manager 3 weeks prior to the beginning of that week

• Store Managers fill in names to each shift and then Area Manager revises or approves each “final schedule” at least 2 weeks prior to each week (and then Store Manager posts the schedule)

• Area Manager is responsible for ensuring that each store achieves client count goals and payroll goals each quarter

1. Management Development

• Work closely with each Store Manager to develop their management skills, and to ensure that each Store Manager is inspired by their job and their work and who they work with

• Provide feedback to each Store Manager both formally (One-on-One’s) and informally (frequent interactions)

• Have One-on-One’s quarterly with high-potential Assistant Managers who are interested in becoming Store Managers in the future

• Keep a list of high-potential future Store Managers and future Assistant Managers, and pay special attention to their development

1. Team Development & Tracking.

• Personally ensure that all On-Boarding Training is done exceptionally well (see previous page)

• Work with each Store Manager on their team’s Development Log (Tracking) and Plan

• Work in each store at least once per week to observe individual team member skills/behaviors and to observe each team and team members’ contributions to a positive store culture

• Personally Floor Coach in each store at least once per week

• Hold “Training Seminars” for teams (and the entire market) as seen as necessary

• Participate in Pep Rallies from time to time

•   Coach our Store Managers on “formal” HR processes for Coaching, Counseling and Correcting

•   Follow up (or personally participate) on Coaching, Counseling, Correcting done by Store Managers

• Ensure all resignations and terminations are communicated to Operations Manager and ADP

• Conduct Exit Interviews with all team members that leave us, to determine why they are (really) leaving, and then determine next steps to ensure that we learn from this and improve our operations

• Immediately inform Team Leaders and Ops Mgr if a current or ex-employee is a potential legal problem

1. Store Maintenance & Cleanliness

• Personally check each week to ensure that all stores maintain cleanliness standards

• Personally check each week to ensure that all stores have the “new store” exceptional look

• Contact appropriate supplier for maintenance issues (e.g. Salon Ultimate or other software issues,

      computer or other hardware issues, plumbing, HVAC, electrical, appliance, etc.)

• Ask Operations Manager or Team Leader for support when necessary

1. Client Interaction and Follow Up

• Contact all clients with negative ratings or comments on Listen360

• Contact all new clients (via text) and ask them for Social Media Reviews (not yet)

1. Local Store Marketing (not yet)

• Work with Store Managers to determine which local organizations to team up with

• Reach out to local organizations to develop marketing programs

• Lead the work outside of each store to connect with potential clients in the local area

• Track all local store marketing results (cost, new clients, store awareness, etc.)

• Work with Store Managers on (if necessary) scheduling team members to help you with

local store marketing events