Retail Supervisor
Goodwill Greater Milwaukee & Chicago · Carpentersville, IL · 1 mo ago
On-siteBusiness DevelopmentFull-time
We need to output only HTML fragment, using for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We must not repeat job title as heading. We need to include sections only when posting has real, specific content. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions.
We need to parse the posting.
The posting text:
"The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions. Responsibility Level Understand and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months. Principal Duties Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities. Follows through on learning, skill building, and practice necessary to adapt to change. Problem Solving: Close supervision for completion of routine work, which is regularly reviewed by manager or senior coworkers. Work that exceeds routine comes with detailed instructions. Technical Skill: Basic knowledge of discipline's procedures and methods. Understands and applies the fundamentals of customer service. Able to respond to routine requests. Community Engagement: Serves as an ambassador for Goodwill in the wider community. Participates in volunteer opportunities as schedule and interest permit. Maximize the value of all donated goods and maintain production and store environment standards. Coordinate the proper rotation of goods in the store to ensure a continuous flow of new merchandise. Support the training and coaching of all employees to reach their potential as a highly productive and collaborative members of the team. Oversee that there is adequate coverage at POS and in donations. Assist with hiring process of associates; complete phone screens and training as needed. Function as a service experience leader (SEL); operate register, assign tills, maintain efficient customer flow, sales staff productivity and proper cash controls. Maintain a safe and orderly work environment; ensure employees operate equipment safely and follow safe work practices. Work with Store Management to conduct apprehensions following established loss prevention policies and procedures. Accurately complete data entry of required reports on time. Share with leadership insight or concerns found in report data or other documentation. Consistently communicate and implement policies and procedures, reporting concerns to leadership. Plan and organize work assignments to increase customer service and protect assets. Responsible for completing other duties/responsibilities as assigned. Requirements Two years of supervisory experience preferred. Ability to complete and retain forklift certification. 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. Must have working phone that allows for communication accessibility. Core Cultural Competencies Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments. Physical/Sensory Demands Regularly lifts and/or moves up 10 pounds, frequently lifts and/or moves up to 20 pounds, occasionally lifts and/or moves up to 50 pounds. Moves about to accomplish tasks. Lift: Raises objects from lower to higher position or moves objects horizontally. Stoop, kneel crouch or crawl: Positions self to retrieve objects. Reach: Extending upwards or downwards to retrieve objects. Worker is subject to weather conditions (hot, humid, dry, cold etc.). Worker is subject to human blood, body fluids or tissue. Worker is subject to hazards: proximity to dangerous machinery, moving vehicles, electrical currents, chemicals, or high places. Required to stand for long periods of time, Required to hear and respond to warning devices on equipment, vision Required for while using computer keyboard and work with written and electronic information and to assess store and donation center operations, travel required. When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case. Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change. In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories. Equal Opportunity Employer (SEW) Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor."
We need to remove boilerplate: EEO, etc. Also remove duplicated lines? There's "Equal Opportunity Employer (SEW) Equal Opportunity Employer". Remove that.
Also remove "When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case. Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change." This is about pay but not specific numbers; we should not create Pay section unless posting actually states them. It mentions salary range but no numbers; we should not create Pay section because it's not specific. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting mentions benefits: "In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories." This is vague but mentions benefits. It's not specific details but it's stating they offer benefits. Should we include a Benefits section? The instruction: "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD")". The benefits description is somewhat generic but still mentions specific benefit types (medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more). That's specific enough? It says "may include". It's not placeholder like "varies". It's a list of benefits. I'd say we can include Benefits section with that list.
Schedule: The posting mentions "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." That's specific schedule info. So we can include Schedule section.
Pay: Not specific numbers, just mentions salary range considerations but no numbers. Should not create Pay section.
Now sections: About the role (maybe a brief summary), Responsibilities, Requirements, Qualifications? The posting includes "Core Cultural Competencies" which could be Skills or Qualifications. Also "Physical/Sensory Demands" could be Requirements or Qualifications. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We need to decide what goes where.
About the role: Could be the introductory paragraph: "The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions." Also maybe "Responsibility Level Understand and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months." That could be part of About the role or Responsibilities. But we have a Responsibilities section later.
We can treat About the role as a brief overview.
Responsibilities: The "Principal Duties" list and subsequent bullet-like sentences. We need to convert to
for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We must not repeat job title as heading. We need to include sections only when posting has real, specific content. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions.
We need to parse the posting.
The posting text:
"The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions. Responsibility Level Understand and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months. Principal Duties Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities. Follows through on learning, skill building, and practice necessary to adapt to change. Problem Solving: Close supervision for completion of routine work, which is regularly reviewed by manager or senior coworkers. Work that exceeds routine comes with detailed instructions. Technical Skill: Basic knowledge of discipline's procedures and methods. Understands and applies the fundamentals of customer service. Able to respond to routine requests. Community Engagement: Serves as an ambassador for Goodwill in the wider community. Participates in volunteer opportunities as schedule and interest permit. Maximize the value of all donated goods and maintain production and store environment standards. Coordinate the proper rotation of goods in the store to ensure a continuous flow of new merchandise. Support the training and coaching of all employees to reach their potential as a highly productive and collaborative members of the team. Oversee that there is adequate coverage at POS and in donations. Assist with hiring process of associates; complete phone screens and training as needed. Function as a service experience leader (SEL); operate register, assign tills, maintain efficient customer flow, sales staff productivity and proper cash controls. Maintain a safe and orderly work environment; ensure employees operate equipment safely and follow safe work practices. Work with Store Management to conduct apprehensions following established loss prevention policies and procedures. Accurately complete data entry of required reports on time. Share with leadership insight or concerns found in report data or other documentation. Consistently communicate and implement policies and procedures, reporting concerns to leadership. Plan and organize work assignments to increase customer service and protect assets. Responsible for completing other duties/responsibilities as assigned. Requirements Two years of supervisory experience preferred. Ability to complete and retain forklift certification. 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. Must have working phone that allows for communication accessibility. Core Cultural Competencies Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments. Physical/Sensory Demands Regularly lifts and/or moves up 10 pounds, frequently lifts and/or moves up to 20 pounds, occasionally lifts and/or moves up to 50 pounds. Moves about to accomplish tasks. Lift: Raises objects from lower to higher position or moves objects horizontally. Stoop, kneel crouch or crawl: Positions self to retrieve objects. Reach: Extending upwards or downwards to retrieve objects. Worker is subject to weather conditions (hot, humid, dry, cold etc.). Worker is subject to human blood, body fluids or tissue. Worker is subject to hazards: proximity to dangerous machinery, moving vehicles, electrical currents, chemicals, or high places. Required to stand for long periods of time, Required to hear and respond to warning devices on equipment, vision Required for while using computer keyboard and work with written and electronic information and to assess store and donation center operations, travel required. When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case. Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change. In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories. Equal Opportunity Employer (SEW) Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor."
We need to remove boilerplate: EEO, etc. Also remove duplicated lines? There's "Equal Opportunity Employer (SEW) Equal Opportunity Employer". Remove that.
Also remove "When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case. Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change." This is about pay but not specific numbers; we should not create Pay section unless posting actually states them. It mentions salary range but no numbers; we should not create Pay section because it's not specific. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting mentions benefits: "In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories." This is vague but mentions benefits. It's not specific details but it's stating they offer benefits. Should we include a Benefits section? The instruction: "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD")". The benefits description is somewhat generic but still mentions specific benefit types (medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more). That's specific enough? It says "may include". It's not placeholder like "varies". It's a list of benefits. I'd say we can include Benefits section with that list.
Schedule: The posting mentions "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." That's specific schedule info. So we can include Schedule section.
Pay: Not specific numbers, just mentions salary range considerations but no numbers. Should not create Pay section.
Now sections: About the role (maybe a brief summary), Responsibilities, Requirements, Qualifications? The posting includes "Core Cultural Competencies" which could be Skills or Qualifications. Also "Physical/Sensory Demands" could be Requirements or Qualifications. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We need to decide what goes where.
About the role: Could be the introductory paragraph: "The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions." Also maybe "Responsibility Level Understand and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months." That could be part of About the role or Responsibilities. But we have a Responsibilities section later.
We can treat About the role as a brief overview.
Responsibilities: The "Principal Duties" list and subsequent bullet-like sentences. We need to convert to - . The posting includes many responsibilities separated by periods. We'll need to extract each duty as a list item.
Requirements: "Two years of supervisory experience preferred. Ability to complete and retain forklift certification. 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. Must have working phone that allows for communication accessibility." Also maybe "Physical/Sensory Demands" could be part of Requirements? But we have a separate section for Physical/Sensory Demands not in allowed headings; we could incorporate into Requirements or Qualifications. Since we have Requirements and Qualifications, we could put physical demands under Requirements (as they are job requirements). Or we could put under Qualifications. Usually physical demands are part of Requirements. We'll include them in Requirements.
Qualifications: Could include "Core Cultural Competencies" (customer focus, values differences, communicates effectively, situational adaptability, drives results, ensures accountability). Also maybe "Technical Skill: Basic knowledge of discipline's procedures and methods. Understands and applies the fundamentals of customer service. Able to respond to routine requests." That could be Qualifications or Skills. We have Skills heading allowed. So we could put technical skill under Skills. Cultural competencies could be under Qualifications or Skills. Let's decide: Qualifications: maybe education/experience? Not given. Could be "Two years of supervisory experience preferred" is requirement. So Qualifications could be empty? Better to avoid empty sections. We could combine Qualifications and Skills: maybe put cultural competencies under Skills? But they are more like behaviors. Could put under Qualifications as "Core Cultural Competencies". We'll decide: Qualifications: Core Cultural Competencies list. Skills: Technical Skill (basic knowledge of discipline's procedures and methods, understands/applies fundamentals of customer service, able to respond to routine requests). Also maybe "Community Engagement" could be Skills? But it's more responsibility.
We need to avoid duplication.
Let's structure:
About the role
The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions. Understands and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months.
Responsibilities
About the role
The Retail Supervisor is responsible for assisting with supervision and assisting with the store and donation center operations. Motivates the team to ensure that customer satisfaction and production standards are being met to achieve established revenue goals. Drives a positive customer experience by supporting merchandising efforts and coaching engaging customer interactions. Understands and abides by policies, procedures and programs. Typically works on projects and tasks that span 1 day - 3 months.