THRIFT STORE SHIFT SUPERVISOR

Thrift Store Shift Supervisor

Job Category : Thrift Stores - all positions Requisition Number : THRIF02535 Showing 1 location Job Details

Description

THRIFT STORE SHIFT SUPERVISOR

Become a part of the dedicated Sales Team at The Salvation Army! Together we can continue to serve and impact our local community.

The Shift Supervisor is a Full-Time position. 37.5 hours a week at $12.15 an hour. If you are hard-working, accountable and enjoy helping others, apply today!

QUALIFICATIONS :

• High School Diploma or equivalent.
• Must have a minimum of one-year previous retail experience and Supervisory experience preferred.
• Must be able to operate POS / Cash Register and have ability to schedule and supervise store employees.
• Must hold a valid Arizona Driver license, be able to show proof of insurance and have access to a motor vehicle.
• Must pass background check, which will include Criminal History and Sex Offender Registry.
• Ability to communicate effectively with management, store employees, customers and donors.

PHYSICAL REQUIREMENTS :

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.
• Ability to operate a telephone
• Ability to lift up to 50lbs
• Ability to perform various repetitive motion tasks.

THE SALVATION ARMY MISSION STATEMENT : The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.

Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

Qualifications

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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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)