General Manager of Stores
Pendleton Woolen Mills · Portland, OR · 1 mo ago
On-siteManagementFull-time
We need to output HTML fragment with sections: headings using . Use
. Use - for any list of duties/requirements/benefits. Use
for prose. Do not repeat job title. No Job ID. Remove boilerplate. Include sections only when posting has real specific content. Need to parse the posting.
The posting includes:
- Intro paragraph about Pendleton.
- "The General Manager of Stores role is a rare opportunity..." That's description.
Then sections:
- "What You Do" with sub-sections: Commercial Performance & P&L Ownership, Fleet Strategy, Testing & Expansion, Leadership & Talent Development, Brand, Merchandising & Customer Experience, Cross-Functional Partnership.
- "Core Expectations"
- "What You Bring"
We need to produce headings for each of these sections using
. Within each, we need to format content: prose paragraphs and lists where appropriate.
We must not invent sections like Pay, Schedule, Benefits unless present. Not present.
We need to preserve all substantive info.
We need to avoid filler like "commensurate with experience". Not present.
We need to remove cookie/navigation/legal/EEO etc. Not present.
We need to output only HTML fragment.
Let's structure:
About the role
maybe? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but we can use appropriate headings. The posting has "What You Do", "Core Expectations", "What You Bring". Also there is introductory description. Could treat introductory as "About the role". Or we could just start with a
for intro then headings for each section.
We need to include a section only when posting has real specific content. The intro is present, so we can have
About the role
with paragraph(s).
Then What You Do
with sub-sections? Could we further break into subheadings? The instruction only mentions using for section headings; we could still use for each subheading inside What You Do? Might be okay but could be considered extra sections. However they said "Prefer a few substantive sections over many thin ones." So maybe we keep What You Do as one section with paragraphs and lists for each bullet area.
We need to use - for any list of duties/requirements/benefits. The posting has bullet-like paragraphs but not explicit bullet list. We can convert each duty area into a list.
Let's extract duties:
Under What You Do:
- Commercial Performance & P&L Ownership: bullet points: Own the retail P&L, focus on sales generation, gross margin and profitability, payroll, controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency.
- Fleet Strategy, Testing & Expansion: Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required.
- Leadership & Talent Development: Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization.
- Brand, Merchandising & Customer Experience: Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling programs, loyalty initiatives, and community engagement strategies.
- Cross-Functional Partnership: Serve as the primary retail voice in cross-functional planning with Merchandising, Buying, Planning, Allocation, Marketing, E-commerce and Operations. Partner with the Supply Chain and Operations teams to optimize inventory flow, replenishment timing, and in-store fulfillment capabilities. Collaborate with the E-commerce and Omnichannel teams to develop seamless BOPIS, ship-from-store, clienteling and loyalty offerings. Represent retail in senior leadership forums, contributing a field-grounded perspective to company-wide strategy.
Then Core Expectations bullet list:
- Establish a deep understanding of each door's performance profile, team dynamics, and market context.
- Deliver comp-store sales growth and margin expansion across the network.
- Implement a structured cadence of field visits, business reviews, and team development conversations.
- Deliver a strategic point of view on a roadmap for future store openings with clearly defined site criteria and financial guardrails.
- Build trusted relationships with cross-functional partners and earned credibility as a strategic voice in the commercial leadership team.
- Elevate the consistency of brand experience and selling behaviors across full-price and outlet doors.
What You Bring bullet list:
- 10+ years of progressive retail leadership experience, with a minimum of 5 years in a multi-unit or regional director capacity.
- Demonstrated track record of driving top-line sales growth and margin improvement across a multi-door fleet.
- Direct experience managing both full-price and off-price/outlet retail channels preferred.
- Proven ability to develop leaders, build high-performing teams, and establish a winning field culture.
- Strong financial acumen; comfort building and managing P&Ls, forecasting, and translating data into strategy.
- Experience participating in or leading new store opening processes, including real estate evaluation and pre-opening execution.
- Exceptional communication, presentation, and executive influence skills.
- Willingness and ability to travel up to 50% to visit stores across the network.
Now we need to output HTML.
We'll start with
About the role
... intro paragraph(s). The intro includes: "Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L."
We can combine into one paragraph.
Then
What You Do
with maybe subheadings? But we can just make a with each duty area as - containing paragraphs.
But the instruction: Use
- for any list of duties/requirements/benefits. So we need to make a list for duties. Each duty area can be a list item.
Thus:
What You Do
- ... Commercial Performance & P&L Ownership ...
- ... Fleet Strategy, Testing & Expansion ...
- ... Leadership & Talent Development ...
- ... Brand, Merchandising & Customer Experience ...
- ... Cross-Functional Partnership ...
Similarly for Core Expectations and What You Bring.
We need to ensure we don't create extra headings like "Responsibilities" etc. Use the actual headings from posting: "What You Do", "Core Expectations", "What You Bring". Also maybe "About the role" as intro.
Now produce HTML.
Check for any repeated content: ensure we preserve all specifics: numbers, percentages, etc.
Let's craft each list item text exactly as in posting but maybe combine sentences.
We'll need to be careful not to omit any detail.
Let's write:
About the role paragraph:
Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L.
Now What You Do list items:
Item 1: Commercial Performance & P&L Ownership
Text: "Own the retail P&L, with a particular focus on sales generation, gross margin and profitability, payroll, and controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, and Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency."
Item 2: Fleet Strategy, Testing & Expansion
Text: "Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required."
Item 3: Leadership & Talent Development
Text: "Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization."
Item 4: Brand, Merchandising & Customer Experience
Text: "Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling
for prose. Do not repeat job title. No Job ID. Remove boilerplate. Include sections only when posting has real specific content. Need to parse the posting. The posting includes: - Intro paragraph about Pendleton. - "The General Manager of Stores role is a rare opportunity..." That's description. Then sections: - "What You Do" with sub-sections: Commercial Performance & P&L Ownership, Fleet Strategy, Testing & Expansion, Leadership & Talent Development, Brand, Merchandising & Customer Experience, Cross-Functional Partnership. - "Core Expectations" - "What You Bring" We need to produce headings for each of these sections using
. Within each, we need to format content: prose paragraphs and lists where appropriate.
We must not invent sections like Pay, Schedule, Benefits unless present. Not present.
We need to preserve all substantive info.
We need to avoid filler like "commensurate with experience". Not present.
We need to remove cookie/navigation/legal/EEO etc. Not present.
We need to output only HTML fragment.
Let's structure:
About the role
maybe? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but we can use appropriate headings. The posting has "What You Do", "Core Expectations", "What You Bring". Also there is introductory description. Could treat introductory as "About the role". Or we could just start with a
for intro then headings for each section. We need to include a section only when posting has real specific content. The intro is present, so we can have
About the role
with paragraph(s). ThenWhat You Do
with sub-sections? Could we further break into subheadings? The instruction only mentions using for section headings; we could still use for each subheading inside What You Do? Might be okay but could be considered extra sections. However they said "Prefer a few substantive sections over many thin ones." So maybe we keep What You Do as one section with paragraphs and lists for each bullet area.
We need to use - for any list of duties/requirements/benefits. The posting has bullet-like paragraphs but not explicit bullet list. We can convert each duty area into a list.
Let's extract duties:
Under What You Do:
- Commercial Performance & P&L Ownership: bullet points: Own the retail P&L, focus on sales generation, gross margin and profitability, payroll, controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency.
- Fleet Strategy, Testing & Expansion: Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required.
- Leadership & Talent Development: Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization.
- Brand, Merchandising & Customer Experience: Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling programs, loyalty initiatives, and community engagement strategies.
- Cross-Functional Partnership: Serve as the primary retail voice in cross-functional planning with Merchandising, Buying, Planning, Allocation, Marketing, E-commerce and Operations. Partner with the Supply Chain and Operations teams to optimize inventory flow, replenishment timing, and in-store fulfillment capabilities. Collaborate with the E-commerce and Omnichannel teams to develop seamless BOPIS, ship-from-store, clienteling and loyalty offerings. Represent retail in senior leadership forums, contributing a field-grounded perspective to company-wide strategy.
Then Core Expectations bullet list:
- Establish a deep understanding of each door's performance profile, team dynamics, and market context.
- Deliver comp-store sales growth and margin expansion across the network.
- Implement a structured cadence of field visits, business reviews, and team development conversations.
- Deliver a strategic point of view on a roadmap for future store openings with clearly defined site criteria and financial guardrails.
- Build trusted relationships with cross-functional partners and earned credibility as a strategic voice in the commercial leadership team.
- Elevate the consistency of brand experience and selling behaviors across full-price and outlet doors.
What You Bring bullet list:
- 10+ years of progressive retail leadership experience, with a minimum of 5 years in a multi-unit or regional director capacity.
- Demonstrated track record of driving top-line sales growth and margin improvement across a multi-door fleet.
- Direct experience managing both full-price and off-price/outlet retail channels preferred.
- Proven ability to develop leaders, build high-performing teams, and establish a winning field culture.
- Strong financial acumen; comfort building and managing P&Ls, forecasting, and translating data into strategy.
- Experience participating in or leading new store opening processes, including real estate evaluation and pre-opening execution.
- Exceptional communication, presentation, and executive influence skills.
- Willingness and ability to travel up to 50% to visit stores across the network.
Now we need to output HTML.
We'll start with
About the role
... intro paragraph(s). The intro includes: "Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L."
We can combine into one paragraph.
Then
What You Do
with maybe subheadings? But we can just make a with each duty area as - containing paragraphs.
But the instruction: Use
- for any list of duties/requirements/benefits. So we need to make a list for duties. Each duty area can be a list item.
Thus:
What You Do
- ... Commercial Performance & P&L Ownership ...
- ... Fleet Strategy, Testing & Expansion ...
- ... Leadership & Talent Development ...
- ... Brand, Merchandising & Customer Experience ...
- ... Cross-Functional Partnership ...
Similarly for Core Expectations and What You Bring.
We need to ensure we don't create extra headings like "Responsibilities" etc. Use the actual headings from posting: "What You Do", "Core Expectations", "What You Bring". Also maybe "About the role" as intro.
Now produce HTML.
Check for any repeated content: ensure we preserve all specifics: numbers, percentages, etc.
Let's craft each list item text exactly as in posting but maybe combine sentences.
We'll need to be careful not to omit any detail.
Let's write:
About the role paragraph:
Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L.
Now What You Do list items:
Item 1: Commercial Performance & P&L Ownership
Text: "Own the retail P&L, with a particular focus on sales generation, gross margin and profitability, payroll, and controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, and Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency."
Item 2: Fleet Strategy, Testing & Expansion
Text: "Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required."
Item 3: Leadership & Talent Development
Text: "Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization."
Item 4: Brand, Merchandising & Customer Experience
Text: "Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling
- for any list of duties/requirements/benefits. The posting has bullet-like paragraphs but not explicit bullet list. We can convert each duty area into a list.
Let's extract duties:
Under What You Do:
- Commercial Performance & P&L Ownership: bullet points: Own the retail P&L, focus on sales generation, gross margin and profitability, payroll, controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency.
- Fleet Strategy, Testing & Expansion: Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required.
- Leadership & Talent Development: Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization.
- Brand, Merchandising & Customer Experience: Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling programs, loyalty initiatives, and community engagement strategies.
- Cross-Functional Partnership: Serve as the primary retail voice in cross-functional planning with Merchandising, Buying, Planning, Allocation, Marketing, E-commerce and Operations. Partner with the Supply Chain and Operations teams to optimize inventory flow, replenishment timing, and in-store fulfillment capabilities. Collaborate with the E-commerce and Omnichannel teams to develop seamless BOPIS, ship-from-store, clienteling and loyalty offerings. Represent retail in senior leadership forums, contributing a field-grounded perspective to company-wide strategy.
Then Core Expectations bullet list:
- Establish a deep understanding of each door's performance profile, team dynamics, and market context.
- Deliver comp-store sales growth and margin expansion across the network.
- Implement a structured cadence of field visits, business reviews, and team development conversations.
- Deliver a strategic point of view on a roadmap for future store openings with clearly defined site criteria and financial guardrails.
- Build trusted relationships with cross-functional partners and earned credibility as a strategic voice in the commercial leadership team.
- Elevate the consistency of brand experience and selling behaviors across full-price and outlet doors.
What You Bring bullet list:
- 10+ years of progressive retail leadership experience, with a minimum of 5 years in a multi-unit or regional director capacity.
- Demonstrated track record of driving top-line sales growth and margin improvement across a multi-door fleet.
- Direct experience managing both full-price and off-price/outlet retail channels preferred.
- Proven ability to develop leaders, build high-performing teams, and establish a winning field culture.
- Strong financial acumen; comfort building and managing P&Ls, forecasting, and translating data into strategy.
- Experience participating in or leading new store opening processes, including real estate evaluation and pre-opening execution.
- Exceptional communication, presentation, and executive influence skills.
- Willingness and ability to travel up to 50% to visit stores across the network.
Now we need to output HTML.
We'll start with
About the role
... intro paragraph(s). The intro includes: "Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L." We can combine into one paragraph. Then
What You Do
with maybe subheadings? But we can just make a- with each duty area as
- containing paragraphs.
But the instruction: Use
- for any list of duties/requirements/benefits. So we need to make a list for duties. Each duty area can be a list item.
Thus:
What You Do
- ... Commercial Performance & P&L Ownership ...
- ... Fleet Strategy, Testing & Expansion ...
- ... Leadership & Talent Development ...
- ... Brand, Merchandising & Customer Experience ...
- ... Cross-Functional Partnership ...
Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our products are known for their timeless design and enduring stories. The General Manager of Stores role is a rare opportunity to shape the physical retail strategy across 30 stores (and growing) for an iconic American brand, leveraging your vision to define the future of the retail shopping experience and capabilities, and sharp business acumen to maximize business results throughout the P&L.
Now What You Do list items: Item 1: Commercial Performance & P&L Ownership Text: "Own the retail P&L, with a particular focus on sales generation, gross margin and profitability, payroll, and controllable expenses across all 30 doors. Set and drive delivery against annual revenue targets, comp-store sales goals, and Net Income objectives. Partner with Finance to build bottoms-up operating budgets and quarterly forecasts; identify and close performance gaps with speed and rigor. Build discipline around markdown cadence, promotional architecture, full-price sell-through and staff scheduling. Develop and execute a channel strategy that optimizes the relationship between full-price and outlet doors, protecting brand equity while maximizing inventory productivity. Use insights gleaned from both store-level data & analytics, and insights from field staff to actively plan and pull the levers that affect business outcomes. Partner closely with Merchandising and Planning to ensure the right product is being featured in every store, at the right depth of inventory and at the right time. Champion a selling culture that balances brand integrity with commercial urgency." Item 2: Fleet Strategy, Testing & Expansion Text: "Lead fleet strategy, guiding decisions on where to pivot existing doors, pursue new openings, and relocate, close, or resize locations as leases approach renewal. Monitor competitive landscape and consumer trends to inform network planning and emerging opportunities. Partner with Finance, Operations and corporate leadership on site selection, pro forma modelling, lease negotiation, and new store readiness. Develop and iterate a strategy and executional plan for pop-up and event-based retail, inclusive of format, location, assortment, service model, staffing and infrastructure required." Item 3: Leadership & Talent Development Text: "Directly lead a team of District Managers; provide coaching, development plans, and performance accountability that build bench strength at every level. Foster a high-performance, inclusive field culture rooted in the brand's values and a genuine commitment to people development. Partner with HR and Talent Acquisition to attract, hire, and retain top-tier store management talent. Build succession pipelines for District Managers, Store Managers, and key support roles. Serve as the cultural standard-bearer for the retail field organization." Item 4: Brand, Merchandising & Customer Experience Text: "Ensure consistent and on-brand execution of retail brand presentation, visual merchandising, store standards, and customer experience across full-price and outlet channels. Collaborate with the Marketing and Creative teams to translate brand campaigns into compelling in-store environments. Lead teams in creating visually stunning retail assortments and presentations that clearly articulate distinction in the product line and guide consumers in their shopping journey. Champion the voice of the customer within the commercial organization. Lead the development and implementation of clienteling
- for any list of duties/requirements/benefits. So we need to make a list for duties. Each duty area can be a list item.
Thus:
- containing paragraphs.
But the instruction: Use