Store Manager

Goodwill of Southwestern Pennsylvania is a nonprofit organization that funds job training, education, and other community programs by selling donated clothing and household items in Goodwill stores and online. We offer life-changing work on a mission-minded team. We are 1,000 working as one and each of us is essential to helping our community thrive. For three years running, Goodwill has been named to Forbes’ list of America’s “Most Inspiring Companies”.

We offer a wide range of career opportunities ranging from entry-level to management in retail, human services, and administrative fields. Learn more about working at Goodwill. You can help. We can show you how.

As the Store Manager you would be responsible for the overall day-to-day operation and success of a Goodwill retail store. Along with providing 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.

Duties will also include but are not limited to:

• Support the mission by achieving sales, budget, and profit objectives while ensuring that the store operates in an efficient manner.
• 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.

External Hiring Range: $50,000-$53,000/year

Schedule: Will vary, must be available to work weekends and holidays as required.

Travel: Yes, some local travel will be required.

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.

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)