9287 - Assistant Store Manager PT

We need to output HTML fragment with sections only when there is real content. Use

for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content. From posting: - Brief Description Assistant Store Manager (title) – we do not repeat title as heading. - About Our Company: description of company. This could be "About the role"? Actually "About the role" heading is for role description. The posting includes "General Position Summary" which describes role. So we can put that under

About the role

with paragraph(s) summarizing. - Principle Duties & Responsibilities: includes People & Training, Customer Experience, Operations, Product & Inventory Management. That's responsibilities. So

Responsibilities

with

• items. - Job Required Knowledge & Skills: that's skills/requirements. Could be

  Skills

  or

  Requirements

  . We have both Requirements and Skills headings possible. The content includes "Established ability to produce sales results while minimizing loss. Strong interpersonal skills and the ability to communicate verbally in a clear professional manner. Ability to work unsupervised." That's skills. Also maybe "Job Required Knowledge & Skills". So we can put under

  Skills

  as
  or

  . Could also put under Requirements but we need to decide. Since we have both headings possible, we can use Skills for that list. Requirements maybe not present (no explicit qualifications like education, experience). There's "Employment Requirements" later but that's legal boilerplate; we should drop boilerplate. So we may not have a Requirements section. - What We Offer: benefits. So

  Benefits

  with list. - Physical Demands & Requirements: could be under Requirements? But it's physical demands; maybe we could put under Requirements? However the instruction: include a section ONLY when posting has real, specific content for it. Physical demands is specific content. Could be under Requirements or maybe we create a separate section? Not in allowed headings list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical demands could go under Requirements (maybe). But Requirements is for qualifications like education, experience. Physical demands is not exactly qualifications but could be considered requirements. We'll put under Requirements as a list. - Pay: not mentioned (no salary). So omit Pay section. - Schedule: not mentioned (no schedule details). Omit. - Qualifications: not mentioned separately; we could combine with Requirements. But we have Requirements heading; we can put qualifications there if any. There's "Being legally authorized to work in the United States is a pre-condition of employment". That's a qualification. Also "Current or future employment-based visa sponsorship is not available". That's also a requirement. But that's boilerplate legal; we should drop boilerplate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The employment authorization statement might be considered legal boilerplate. However it's a requirement for the job. Might be considered necessary info. But it's likely boilerplate; but we need to preserve ALL substantive information; do NOT invent or summarize away detail. The statement about being legally authorized to work in US is substantive. However it's also typical boilerplate. The instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. This is about equal opportunity, not work authorization. Work authorization is not EEO. It's a requirement. I'd keep it. But we also have "Additional Information Employment Requirements" which includes similar statements. That's likely boilerplate. Might be considered legal. I'd drop that whole block as boilerplate. However the instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. The employment authorization is not EEO but still legal. Might be considered legal. Safer to drop? But then we lose substantive info about work authorization. However the instruction says preserve ALL substantive information; do NOT invent or summarize away detail. If we drop it, we lose info. But maybe it's considered boilerplate that can be removed. The instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. Work authorization is not EEO but still legal. I'd keep it under Requirements. Let's extract substantive content: - About the role: General Position Summary paragraph(s). Also Brief Description Assistant Store Manager? Actually "Brief Description Assistant Store Manager" is just title. We'll ignore. General Position Summary: "At Lids, our Assistant Store Managers are the heart and soul of the Lids brand. These cap experts strive to foster the passion for sporting and fashion goods by meeting the needs of our customers while ensuring that all areas of the store are engaged. Assistant Store Managers are accountable for every aspect of the retail store performance inclusive of achieving key results, creating a fun and inclusive environment for their team, and delivering exceptional customer service by offering their expertise on Lids’ products and services." We can put that as

  . - Responsibilities: multiple bullet points under People & Training, Customer Experience, Operations, Product & Inventory Management. We need to extract each duty as list items. Let's list them: People & Training: - Act as Manager on duty for any employee scheduling issues, customer complaints, etc. when Store Manager is not present. - Manage store associates through thorough use of LIDS Training Programs, goal setting (for sales and tasks), and regular follow up when Store Manager is not present. - Administer the progressive steps of discipline to include verbal and written warning in the absence of the Store Manager. - Engage team members by creating a fun and productive environment, including helping them understand how their work supports company objectives and the success of the store and Lids overall. - Contribute to a respectful and inclusive team environment by establishing supportive working relationships and adhering to Lids Brand Standards (e.g. company dress code, etc.) - Responsible for scheduling and staffing the store including calling in associates to work in unexpected peaks when the Store Manager is not present. - Participate in LIDS Training Programs, adhere to set goals (for sales and tasks) and regular follow up. - Assist in recruiting and training store personnel on proper store operations and procedures. - Encourage store associates’ direct compliance of established company policies, procedures and guidelines including (but not limited to) safekeeping of company inventory, funds and property. - Other duties as assigned. Customer Experience: - Lead, execute and assist Lids selling strategy to achieve key performance indicators (KPIs), sales targets, and deliver exceptional customer service. - Resolve customer feedback and address issues in the moment, including customer escalations, urgent requests, and resolve to “make it right” for customers. - Ensure every customer is offered the opportunity to participate in Lids membership programs or special in-store offers when live in-store through employee education. - Adhere to current visual guidelines that include proper merchandising, signage, and store cleanliness. - Maintain a professional appearance consistent with Company Dress Code Policy. Operations: - Execute operations-focused company-level directives, promotions, and initiatives (e.g. from Lids HQ). - Understand and adhere to Policies & Procedures Manual to maintain a safe work environment. - Maintain store technology and equipment – MPOS, Lids Custom, etc. – by conducting daily audits, verifying continued functionality, facilitating updates and maintenance as instructed, or ordering repair as needed - Maintain store facilities, supplies, and services by executing service requests, assessing maintenance or repair needs, placing repair work orders, or replenishing store supplies. - Effectively manage cash, including accurate opening and closing of the till, using counterfeit protection practices, and consistent bank drops. - Effectively prepare store for inventory audits and support in performing them as needed to confirm inventory accuracy. - Open and close the store as required following the procedures per the Operations P&P Manual. Product & Inventory Management: - Protect Company assets within guidelines of LIDS Retail policies. - Assist in preparation of store work schedules that provide proper store coverage and are within the Company guidelines for wage control. - Follow all policies to accurately manage store inventory including receiving, transferring, completing price change, and conducting product counts. - Strategically organize the backroom to maximize efficiency, including arranging product/ supplies to optimize space and productivity. - Execute optimal layout and visual merchandising (VM) or product presentation strategy, including managing window activations, hardware flips, mannequin flips, and seasonal or weekly merchandise changes. - Maintain the look and feel of the store through day-to-day VM and store actions (e.g. ensuring product recovery, restock, destock, or minor VM changes.) - Execute special pricing signage and promotional presentation adjustments during operating hours to align with overall product sell-through strategy. We'll put all these as

  • under a single
    (or maybe separate
    per subsection but not required). We'll just list all. - Skills: from Job Required Knowledge & Skills: - Established ability to produce sales results while minimizing loss. - Strong interpersonal skills and the ability to communicate verbally in a clear professional manner. - Ability to work unsupervised. We'll put as
    . - Benefits: from What We Offer: - Comprehensive medical, dental, and vision coverage - Retirement plan - 100% employer-paid benefits, including short-term and long-term disability, life and AD&D insurance, and an Employee Assistance Program - Paid Time Off - Generous employee discount and exclusive perks - Ongoing career development, including discounted secondary education courses - A collaborative, innovative, and team-oriented work environment - Early Wage Access options to provide added financial flexibility - Uncapped monthly bonus potential We'll list as
    . - Requirements: we need to include physical demands and maybe work authorization. Let's extract physical demands: Physical Demands & Requirements: - Ability to occasionally lift up to 50 pounds. - Ability to occasionally climb a ladder and work with hands overhead. - Ability to constantly stand on shift. - Ability to frequently walk on shift. - Ability to frequently hear and communicate verbally with customers, employees, and other personnel. - Ability to frequently visually observe the store and read written or digital information. - Ability to frequently operate a computer and mobile Point-of-Sale system, as well as maneuver relative software programs. - Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. - For inquires related to reasonable accommodations, please contact HR@Lids.com. Also employment requirements: "Being legally authorized to work in the United States is a pre-condition of employment for this position. Current or future employment-based visa sponsorship is not available for this role." We'll include those as list items under Requirements. We should not include the EEO boilerplate, legal notices, etc. Thus we will output:

    About the role

    At Lids, our Assistant Store Managers are the heart and soul of the Lids brand. These cap experts strive to foster the passion for sporting and fashion goods by meeting the needs of our customers while ensuring that all areas of the store are engaged. Assistant Store Managers are accountable for every aspect of the retail store performance inclusive of achieving key results, creating a fun and inclusive environment for their team, and delivering exceptional customer service by offering their expertise on Lids’ products and services.

    Responsibilities

    • Act as Manager on duty for any employee scheduling issues, customer complaints, etc. when Store Manager is not present.
    • Manage store associates through thorough use of LIDS Training Programs, goal setting (for sales and tasks), and regular follow up when Store Manager is not present.
    • Administer the progressive steps of discipline to include verbal and written warning in the absence of the Store Manager.
    • Engage team members by creating a fun and productive environment, including helping them understand how their work supports company objectives and the success of the store and Lids overall.
    • Contribute to a respectful and inclusive team environment by establishing supportive working relationships and adhering to