District Manager
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: EEO, legal, accommodation, etc. Also remove "Visit Our People page..." etc. Also remove "Coach is an equal opportunity..." etc. Also remove "Please click here for a complete list..." maybe keep benefits list but not the link.
We need to include Pay section with the base pay range.
We need Benefits section with list: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance.
We need to include About the role: maybe a paragraph summarizing primary purpose and company description? But we must not invent. We can include the primary purpose sentence as prose. Also maybe include the company description? That is boilerplate? It's about Coach being global fashion house etc. That is substantive? It's description of company, could be considered About the role. It's not boilerplate; it's about the company. We can keep it.
We must not repeat job title as heading.
Let's craft:
About the role
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in. Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.
Primary Purpose: The successful individual will manage the sales, operations, and staff development of Full Price Retail stores to achieve maximum profitability, compliance with company procedures, and excellence in customer service.
Then Responsibilities: we have several bullet groups. We'll combine into a single with - items for each responsibility statement.
List them:
- Develops store management team within district to deliver outstanding customer experiences in all stores
- Manages with integrity, honesty, fairness, and knowledge, promoting the culture, values, and vision of Coach
- Plans, identifies, communicates, and delegates key responsibilities and practices to store management team to ensure smooth flow of operations within district
- Reviews store environments and key business indicators within district to identify problems, concerns, and opportunities for improvement, and provides coaching to store management team to take action and achieve operational goals
- Ensure the highest level of customer service is being provided in area stores
- Work with Multi-Managers / Store Managers to achieve and exceed sales goals
- Recognize and motivate best sellers and superb customer service, while serving as a role model for both
- Interview, screen, hire, coach, and counsel Multi-Managers / Store Managers (and Associate Managers, if appropriate) in accordance with Coach policies
- Delegate duties and responsibilities to foster a sense of ownership among Multi-Managers / Store Managers, and to increase efficiency of store operations
- Ensure consistent management, operational practices and customer service in all stores in area
- Implement Coach training programs; hold regular staff meetings, and initiate on-the-job training; supervise and train management team to develop their managerial skills
- Ensure stores present merchandise in a manner that will maximize sales and achieve optimum merchandise turn, and are reflective of Coach corporate direction.
- Work in partnership with store management and retail merchandising, planning, and allocation
- Stay current on product range and educate staff on competitors’ products offerings
- Oversee maintenance of accurate inventory records
- Funnel product improvement ideas and feedback to corporate
That's many items; okay.
Then Requirements: maybe the experience and location.
10+ years prior experience in an upscale retail environment, including 2-4 years as a multi-store manager; or previous Coach management experience as a multi-store manager preferred.
Must demonstrate the ability to effectively communicate important issues related to Market to Coach Sr. Management, and partner on solutions.
Pro-active problem solver – ability to assess an issue and develop action steps for resolution.
Demonstrated ability to think broadly, considering all perspectives on issues, and reaching logical conclusions that best serve Coach as a whole.
This role will be responsible for stores in Detroit, Ohio, Indiana, and Pittsburgh.
We could also put these in a as list of requirements.
Then Qualifications: maybe the competencies list for all employees and for people managers. But those are more like skills/competencies. We could put them under Skills.
But we need to decide sections: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay.
We have content for Responsibilities (list), Requirements (experience, location, communication, problem solving, thinking broadly), Qualifications (maybe the competencies for all employees and for people managers), Skills (maybe overlapping). To avoid duplication, we could combine Qualifications and Skills into one section called Qualifications (or Skills). But guidelines: prefer few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements, Benefits, Pay. And maybe include Qualifications as part of Requirements? But we have distinct competency lists that are not just experience; they are qualities. Could be under Requirements as well.
But we need to follow instruction: Use headings only when posting has real specific content for it. We have content for Responsibilities, Requirements (experience etc.), Qualifications (competencies), Benefits, Pay. That's five sections. Could be okay.
Let's extract competencies:
Our Competencies for All Employees list: Courage, Creativity, Customer Focus, Dealing with Ambiguity, Drive for Results, Interpersonal Savvy, Learning on the Fly.
Our Competencies for All People Managers list: Strategic Agility, Developing Direct Reports and Others, Building Effective Teams.
We can present them as bullet lists under Qualifications (or Skills). Let's decide to put them under Qualifications.
Thus:
Qualifications
- Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
- Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
- Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
- Strategic Agility (People Managers): Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
- Developing Direct Reports and Others (People Managers): Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
- Building Effective Teams (People Managers): Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
But that is a lot; still okay.
Now Benefits section:
Benefits
- Medical insurance
- Dental insurance
- Vision insurance
- 401 (K)
- Paid Paternity and Maternity leave
- Commuter Benefits
- Disability insurance
- Tuition assistance
Pay section:
Pay
Base Pay Range $130,000.00-$175,000.00
We should not include Schedule.
Now ensure we didn't include boilerplate: removed EEO, legal, accommodation, etc. Also removed "Visit Our People page..." etc. Also removed "Please click here for a complete list..." etc.
Check for any leftover boilerplate: The text includes "Coach. is an equal opportunity and affirmative action employer..." we removed. Also "Americans With Disabilities Act (ADA) Tapestry, Inc. will provide applicants and employees with reasonable accommodation..." removed. Also "If you require reasonable accommodation..." removed. Also "Visit Tapestry, Inc. Base Pay Range..." we kept the base pay range but removed "Visit Tapestry, Inc." preceding it. The original: "Visit Tapestry, Inc. Base Pay Range $130,000.00-$175,000.00". We need to keep only the pay range. So we removed "Visit Tapestry, Inc." Good.
Now ensure we didn't miss
for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: EEO, legal, accommodation, etc. Also remove "Visit Our People page..." etc. Also remove "Coach is an equal opportunity..." etc. Also remove "Please click here for a complete list..." maybe keep benefits list but not the link. We need to include Pay section with the base pay range. We need Benefits section with list: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. We need to include About the role: maybe a paragraph summarizing primary purpose and company description? But we must not invent. We can include the primary purpose sentence as prose. Also maybe include the company description? That is boilerplate? It's about Coach being global fashion house etc. That is substantive? It's description of company, could be considered About the role. It's not boilerplate; it's about the company. We can keep it. We must not repeat job title as heading. Let's craft:
About the role
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in. Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.
Primary Purpose: The successful individual will manage the sales, operations, and staff development of Full Price Retail stores to achieve maximum profitability, compliance with company procedures, and excellence in customer service.
Then Responsibilities: we have several bullet groups. We'll combine into a single- with
- items for each responsibility statement.
List them:
- Develops store management team within district to deliver outstanding customer experiences in all stores
- Manages with integrity, honesty, fairness, and knowledge, promoting the culture, values, and vision of Coach
- Plans, identifies, communicates, and delegates key responsibilities and practices to store management team to ensure smooth flow of operations within district
- Reviews store environments and key business indicators within district to identify problems, concerns, and opportunities for improvement, and provides coaching to store management team to take action and achieve operational goals
- Ensure the highest level of customer service is being provided in area stores
- Work with Multi-Managers / Store Managers to achieve and exceed sales goals
- Recognize and motivate best sellers and superb customer service, while serving as a role model for both
- Interview, screen, hire, coach, and counsel Multi-Managers / Store Managers (and Associate Managers, if appropriate) in accordance with Coach policies
- Delegate duties and responsibilities to foster a sense of ownership among Multi-Managers / Store Managers, and to increase efficiency of store operations
- Ensure consistent management, operational practices and customer service in all stores in area
- Implement Coach training programs; hold regular staff meetings, and initiate on-the-job training; supervise and train management team to develop their managerial skills
- Ensure stores present merchandise in a manner that will maximize sales and achieve optimum merchandise turn, and are reflective of Coach corporate direction.
- Work in partnership with store management and retail merchandising, planning, and allocation
- Stay current on product range and educate staff on competitors’ products offerings
- Oversee maintenance of accurate inventory records
- Funnel product improvement ideas and feedback to corporate
That's many items; okay.
Then Requirements: maybe the experience and location.
10+ years prior experience in an upscale retail environment, including 2-4 years as a multi-store manager; or previous Coach management experience as a multi-store manager preferred.
Must demonstrate the ability to effectively communicate important issues related to Market to Coach Sr. Management, and partner on solutions.
Pro-active problem solver – ability to assess an issue and develop action steps for resolution.
Demonstrated ability to think broadly, considering all perspectives on issues, and reaching logical conclusions that best serve Coach as a whole.
This role will be responsible for stores in Detroit, Ohio, Indiana, and Pittsburgh.
We could also put these in a- as list of requirements.
Then Qualifications: maybe the competencies list for all employees and for people managers. But those are more like skills/competencies. We could put them under Skills.
But we need to decide sections: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay.
We have content for Responsibilities (list), Requirements (experience, location, communication, problem solving, thinking broadly), Qualifications (maybe the competencies for all employees and for people managers), Skills (maybe overlapping). To avoid duplication, we could combine Qualifications and Skills into one section called Qualifications (or Skills). But guidelines: prefer few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements, Benefits, Pay. And maybe include Qualifications as part of Requirements? But we have distinct competency lists that are not just experience; they are qualities. Could be under Requirements as well.
But we need to follow instruction: Use headings only when posting has real specific content for it. We have content for Responsibilities, Requirements (experience etc.), Qualifications (competencies), Benefits, Pay. That's five sections. Could be okay.
Let's extract competencies:
Our Competencies for All Employees list: Courage, Creativity, Customer Focus, Dealing with Ambiguity, Drive for Results, Interpersonal Savvy, Learning on the Fly.
Our Competencies for All People Managers list: Strategic Agility, Developing Direct Reports and Others, Building Effective Teams.
We can present them as bullet lists under Qualifications (or Skills). Let's decide to put them under Qualifications.
Thus:
- Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
- Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
- Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
- Strategic Agility (People Managers): Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
- Developing Direct Reports and Others (People Managers): Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
- Building Effective Teams (People Managers): Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
- Medical insurance
- Dental insurance
- Vision insurance
- 401 (K)
- Paid Paternity and Maternity leave
- Commuter Benefits
- Disability insurance
- Tuition assistance
Qualifications
Benefits
Pay
Base Pay Range $130,000.00-$175,000.00
We should not include Schedule. Now ensure we didn't include boilerplate: removed EEO, legal, accommodation, etc. Also removed "Visit Our People page..." etc. Also removed "Please click here for a complete list..." etc. Check for any leftover boilerplate: The text includes "Coach. is an equal opportunity and affirmative action employer..." we removed. Also "Americans With Disabilities Act (ADA) Tapestry, Inc. will provide applicants and employees with reasonable accommodation..." removed. Also "If you require reasonable accommodation..." removed. Also "Visit Tapestry, Inc. Base Pay Range..." we kept the base pay range but removed "Visit Tapestry, Inc." preceding it. The original: "Visit Tapestry, Inc. Base Pay Range $130,000.00-$175,000.00". We need to keep only the pay range. So we removed "Visit Tapestry, Inc." Good. Now ensure we didn't miss