Goodwill Retail Services, one of the fastest growing retailers in the area, is seeking energetic individuals who have a desire to grow with us. Join us today to get started on your own Goodwill career path.

Ask about our new Employee Referral Program for more details on how to earn $250 or more per referral. We are looking for more amazing talent to grow our teams, just like you!

Earn an additional $1300 per year for good attendance!

Management incentive of based on store goals!

As a Retail Supervisor, you will contribute to the Goodwill mission by leading our retail stores and donation sites to achieve their overall goals. You will be responsible for opening/closing the store, managing register efficiency, achieving daily production goals, and providing excellent customer service.

Within our retail stores, we want you to use your experience and skills to train, motivate, and lead our associates to create a customer centric store and donation environment. Your leadership and teambuilding skills are essential to fostering an amazing workplace for all.

Our Retail Supervisors must exhibit the following competencies:

• Customer Focus
• Directing & Motivating Others
• Drive for Results
• Action Oriented
• Timely Decision Making

Working at Goodwill is more than a job. You will be supporting our mission to provide training, employment, and supportive services for people with disabilities or disadvantages who seek greater independence.

REQUIREMENTS:

1. Two years of supervisory experience preferred.

2. Forklift certification, if required at site.

3. Work varied schedule and flexible hours; a minimum of two closing shifts per week and every other weekend as scheduled. Additional nights and weekend shifts may be required to meet business needs.

4. Must have working phone that allows for communication accessibility.

Equal Opportunity Employer

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)