Supervisor I
for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)
2. Use - for lists,
for prose
3. Do NOT repeat job title as heading (page already shows it)
4. Do NOT put Job ID/requisition numbers as headings
5. Preserve ALL substantive information
6. Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions)
7. Include section ONLY when posting has real, specific content for it
8. Never emit heading followed by filler/placeholder text
9. Never create Pay/Schedule/Benefits sections unless posting actually states them
10. Output ONLY HTML fragment - no /, no markdown code fences
Let me parse the content:
**Company/Brand Info**: First few paragraphs about Kate Spade New York, Tapestry portfolio - this is "About the role" or company context.
**Role Summary**: "The Supervisor supports store leadership..." - this is about the role.
**Responsibilities**: Several sections with headings:
- Sales & KPIs
- Client & Service Excellence
- Leadership & People Development
- Operational Excellence & Compliance
- Omni-Channel, Digital & Data
**Requirements**: Listed under "Requirements" heading.
**Competencies**: Two sections - "Our Competencies for All Employees" and "Our Competencies for All People Managers" - these are skills/competencies.
**EEO/ADA boilerplate**: Should remove.
**Pay**: "Base Pay Range $16.00-$24.75" and compliance note.
**Benefits**: Listed: Medical, Dental, Vision, 401(K), Paid Paternity/Maternity leave, Commuter Benefits, Disability insurance, Tuition assistance.
**Schedule**: Mentioned in requirements: "Ability to work a flexible schedule..."
**Note**: "This document serves only as a sample..." - boilerplate, remove.
**Physical requirements**: "Ability to lift at least 25 lbs..." - could be part of requirements.
Now, structure:
- About the role (company context + role summary)
- Responsibilities (with sub-sections? The rules say use h3 for section headings. Could make each responsibility area an h3, or group under one Responsibilities h3 with ul. The example headings include "Responsibilities" as a section heading. I'll make each major responsibility area an h3? But the rule says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So likely top-level sections: About the role, Responsibilities, Requirements, Skills (competencies), Benefits, Pay, Schedule. However, the responsibilities have sub-categories. Could make Responsibilities an h3 and then use ul with nested ul? But the rule says use ul li for any list of duties. Could do:
Responsibilities
- Sales & KPIs: Drive personal sales performance...
- Client & Service Excellence: Build client relationships...
...
But the content is detailed. Might be better to have each as h3? The rule says "use for section headings (e.g. About the role, Responsibilities, Requirements...)". It doesn't forbid subheadings, but says "section headings". I think using h3 for each major responsibility area is okay, but they are sub-sections of Responsibilities. However, the example list includes "Responsibilities" as a section heading. I'll make "Responsibilities" an h3 and then use ul with strong labels for each area.
Similarly, Requirements: there's a list. Competencies: two groups. Could make "Skills" or "Competencies" as h3 and list them.
Benefits: list.
Pay: range.
Schedule: flexible schedule note.
Physical requirements: include in Requirements.
Now, remove boilerplate: EEO, ADA, "Note: This document serves only as a sample...", "Please click here for a complete list...", "Visit Our People page...", "Visit Tapestry, Inc." etc.
Also remove "Kate Spade. is an equal opportunity..." etc.
Now, write HTML.
Let's start:
About the role
Since its launch in 1993 with a collection of six essential handbags, Kate Spade New York has always been colorful, bold, and optimistic. Today, it is a global lifestyle brand that designs extraordinary things for the everyday, delivering seasonal collections of handbags, ready-to-wear, jewelry, footwear, home décor, and more. Known for its rich heritage and unique brand DNA, Kate Spade New York offers a distinctive point of view and celebrates communities of women around the globe who live their perfectly imperfect lifestyles. Kate Spade New York is part of the Tapestry portfolio – a global house of brands committed to stretching what's possible.
The Supervisor supports store leadership by creating a customer-first, high-energy sales environment with exceptional floor supervision. This role drives store productivity and profitability through team building, coaching, goal setting, client development, and adherence to Kate Spade New York standards. Acting as a brand ambassador, the Supervisor sets the tone on the sales floor, leads by example, and consistently elevates service, selling behaviors, and operational excellence.
Responsibilities
- Sales & KPIs: Drive personal sales performance while leading the team to achieve sales and KPI targets; analyze metrics and implement best practices to improve results and efficiency.
- Client & Service Excellence: Build client relationships through proactive outreach and Kate Spade service standards; ensure exceptional in-store and after-sales experiences; lead proactive outreach to drive repeat business and VIP retention. Model Kate Spade service behaviors ("host of the party"—meet, greet, create conversations), setting the scene for strong relationships and needs discovery.
- Leadership & People Development: Coach team on goals and performance; support recruitment, onboarding, and ongoing development. Provide feedback to store leadership on individual performance and development needs; act as an advocate for the team. Foster an inclusive, equitable, and diverse culture that empowers teams to thrive authentically.
- Operational Excellence & Compliance: Perform and supervise opening/closing procedures: cash handling, bank deposits, register operations, and securing the facility (key-holding responsibilities). Accurately process POS transactions and inventory functions (transfers, receiving, shipments, repairs, damages) to maintain inventory integrity. Keep an organized stockroom; direct timely replenishment to ensure availability on the sales floor.
- Omni-Channel, Digital & Data: Drive omni-channel and virtual selling initiatives, including live-stream shopping. Promote brand-safe social media engagement and awareness of trends. Lead customer data capture to grow loyalty and repeat purchases.
Requirements
- Strong written and verbal communication skills; detail-oriented, proactive, and able to multi-task and prioritize effectively.
- 2+ years of experience in a retail service environment in a management or floor leadership role (luxury/premium or comparable retail preferred). A combination of education and experience will be considered.
- Ability to communicate effectively with customers and staff and confidently navigate the sales floor.
- Proficiency with Microsoft Excel, Word, PowerPoint, and Outlook.
- Social media literacy and understanding of platform trends.
- Comfort with omni-channel/virtual selling tools and clienteling systems.
- Strong English language proficiency.
- Ability to work a flexible schedule to meet business needs—including nights, weekends, peak busy season, and high-traffic retail days (including, but not limited to, public holidays).
- Ability to lift at least 25 lbs. regularly (up to 50 lbs, occasionally), to climb, bend, kneel, and maneuver sales floor and stockroom.
Competencies
For All Employees
- 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.
For People Managers
- Strategic Agility: 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: 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: 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.
Pay
Base Pay Range: $16.00–$24.75 per hour. Tapestry will comply with minimum wage requirements and any other applicable pay laws based on city, county, and state regulations.
Benefits
- Medical insurance
- Dental insurance
- Vision insurance
- 401(k)
- Paid Paternity and Maternity leave
- Commuter
for prose 3. Do NOT repeat job title as heading (page already shows it) 4. Do NOT put Job ID/requisition numbers as headings 5. Preserve ALL substantive information 6. Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions) 7. Include section ONLY when posting has real, specific content for it 8. Never emit heading followed by filler/placeholder text 9. Never create Pay/Schedule/Benefits sections unless posting actually states them 10. Output ONLY HTML fragment - no /, no markdown code fences Let me parse the content: **Company/Brand Info**: First few paragraphs about Kate Spade New York, Tapestry portfolio - this is "About the role" or company context. **Role Summary**: "The Supervisor supports store leadership..." - this is about the role. **Responsibilities**: Several sections with headings: - Sales & KPIs - Client & Service Excellence - Leadership & People Development - Operational Excellence & Compliance - Omni-Channel, Digital & Data **Requirements**: Listed under "Requirements" heading. **Competencies**: Two sections - "Our Competencies for All Employees" and "Our Competencies for All People Managers" - these are skills/competencies. **EEO/ADA boilerplate**: Should remove. **Pay**: "Base Pay Range $16.00-$24.75" and compliance note. **Benefits**: Listed: Medical, Dental, Vision, 401(K), Paid Paternity/Maternity leave, Commuter Benefits, Disability insurance, Tuition assistance. **Schedule**: Mentioned in requirements: "Ability to work a flexible schedule..." **Note**: "This document serves only as a sample..." - boilerplate, remove. **Physical requirements**: "Ability to lift at least 25 lbs..." - could be part of requirements. Now, structure: - About the role (company context + role summary) - Responsibilities (with sub-sections? The rules say use h3 for section headings. Could make each responsibility area an h3, or group under one Responsibilities h3 with ul. The example headings include "Responsibilities" as a section heading. I'll make each major responsibility area an h3? But the rule says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So likely top-level sections: About the role, Responsibilities, Requirements, Skills (competencies), Benefits, Pay, Schedule. However, the responsibilities have sub-categories. Could make Responsibilities an h3 and then use ul with nested ul? But the rule says use ul li for any list of duties. Could do:
Responsibilities
- Sales & KPIs: Drive personal sales performance...
- Client & Service Excellence: Build client relationships...
...
But the content is detailed. Might be better to have each as h3? The rule says "use for section headings (e.g. About the role, Responsibilities, Requirements...)". It doesn't forbid subheadings, but says "section headings". I think using h3 for each major responsibility area is okay, but they are sub-sections of Responsibilities. However, the example list includes "Responsibilities" as a section heading. I'll make "Responsibilities" an h3 and then use ul with strong labels for each area.
Similarly, Requirements: there's a list. Competencies: two groups. Could make "Skills" or "Competencies" as h3 and list them.
Benefits: list.
Pay: range.
Schedule: flexible schedule note.
Physical requirements: include in Requirements.
Now, remove boilerplate: EEO, ADA, "Note: This document serves only as a sample...", "Please click here for a complete list...", "Visit Our People page...", "Visit Tapestry, Inc." etc.
Also remove "Kate Spade. is an equal opportunity..." etc.
Now, write HTML.
Let's start:
About the role
About the role
Since its launch in 1993 with a collection of six essential handbags, Kate Spade New York has always been colorful, bold, and optimistic. Today, it is a global lifestyle brand that designs extraordinary things for the everyday, delivering seasonal collections of handbags, ready-to-wear, jewelry, footwear, home décor, and more. Known for its rich heritage and unique brand DNA, Kate Spade New York offers a distinctive point of view and celebrates communities of women around the globe who live their perfectly imperfect lifestyles. Kate Spade New York is part of the Tapestry portfolio – a global house of brands committed to stretching what's possible.
The Supervisor supports store leadership by creating a customer-first, high-energy sales environment with exceptional floor supervision. This role drives store productivity and profitability through team building, coaching, goal setting, client development, and adherence to Kate Spade New York standards. Acting as a brand ambassador, the Supervisor sets the tone on the sales floor, leads by example, and consistently elevates service, selling behaviors, and operational excellence.
Responsibilities
- Sales & KPIs: Drive personal sales performance while leading the team to achieve sales and KPI targets; analyze metrics and implement best practices to improve results and efficiency.
- Client & Service Excellence: Build client relationships through proactive outreach and Kate Spade service standards; ensure exceptional in-store and after-sales experiences; lead proactive outreach to drive repeat business and VIP retention. Model Kate Spade service behaviors ("host of the party"—meet, greet, create conversations), setting the scene for strong relationships and needs discovery.
- Leadership & People Development: Coach team on goals and performance; support recruitment, onboarding, and ongoing development. Provide feedback to store leadership on individual performance and development needs; act as an advocate for the team. Foster an inclusive, equitable, and diverse culture that empowers teams to thrive authentically.
- Operational Excellence & Compliance: Perform and supervise opening/closing procedures: cash handling, bank deposits, register operations, and securing the facility (key-holding responsibilities). Accurately process POS transactions and inventory functions (transfers, receiving, shipments, repairs, damages) to maintain inventory integrity. Keep an organized stockroom; direct timely replenishment to ensure availability on the sales floor.
- Omni-Channel, Digital & Data: Drive omni-channel and virtual selling initiatives, including live-stream shopping. Promote brand-safe social media engagement and awareness of trends. Lead customer data capture to grow loyalty and repeat purchases.
Requirements
- Strong written and verbal communication skills; detail-oriented, proactive, and able to multi-task and prioritize effectively.
- 2+ years of experience in a retail service environment in a management or floor leadership role (luxury/premium or comparable retail preferred). A combination of education and experience will be considered.
- Ability to communicate effectively with customers and staff and confidently navigate the sales floor.
- Proficiency with Microsoft Excel, Word, PowerPoint, and Outlook.
- Social media literacy and understanding of platform trends.
- Comfort with omni-channel/virtual selling tools and clienteling systems.
- Strong English language proficiency.
- Ability to work a flexible schedule to meet business needs—including nights, weekends, peak busy season, and high-traffic retail days (including, but not limited to, public holidays).
- Ability to lift at least 25 lbs. regularly (up to 50 lbs, occasionally), to climb, bend, kneel, and maneuver sales floor and stockroom.
Competencies
For All Employees
- 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.
For People Managers
- Strategic Agility: 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: 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: 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.
Pay
Base Pay Range: $16.00–$24.75 per hour. Tapestry will comply with minimum wage requirements and any other applicable pay laws based on city, county, and state regulations.
Benefits
- Medical insurance
- Dental insurance
- Vision insurance
- 401(k)
- Paid Paternity and Maternity leave
- Commuter