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Retail store supervisor
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Hamilton

    retail store supervisor - Hamilton, Canada - 2128900 Ontario Inc.

    2128900 Ontario Inc.
    2128900 Ontario Inc. Hamilton, Canada

    1 day ago

    Default job background
    Full time
    Description
    • Work Term: Permanent
    • Work Language: English
    • Hours: 35 to 40 hours per week
    • Education: Secondary (high) school graduation certificate
    • Experience: 1 year to less than 2 years

      • Tasks

    • Supervise staff (apprentices, stages hands, design team, etc.)
    • Assign sales workers to duties
    • Hire and train or arrange for training of staff
    • Teach interest or professional development courses
    • Authorize payments by cheque
    • Order merchandise
    • Authorize return of merchandise
    • Establish work schedules
    • Sell merchandise
    • Prepare reports on sales volumes, merchandising and personnel matters
    • Resolve issues that may arise, including customer requests, complaints and supply shortages
    • Supervise and co-ordinate activities of workers
    • Manage cash
    • Oversee payroll administration
    • Conduct performance reviews
    • Supervise office and volunteer staff

      • Work conditions and physical capabilities

    • Fast-paced environment
    • Work under pressure
    • Tight deadlines
    • Handling heavy loads
    • Manual dexterity
    • Attention to detail
    • Combination of sitting, standing, walking
    • Walking
    • Ability to distinguish between colours
    • Sitting
    • Standing for extended periods
    • Bending, crouching, kneeling

      • Personal suitability

    • Accurate
    • Client focus
    • Efficient interpersonal skills
    • Excellent oral communication
    • Flexibility
    • Organized
    • Reliability
    • Team player
    • Dependability
    • Excellent written communication
    • Initiative
    • Judgement
    • Ability to multitask

      • Support for persons with disabilities

    • Provides awareness training to employees to create a welcoming work environment for persons with disabilities
    • Applies accessible and inclusive recruitment policies that accommodate persons with disabilities

      • Support for newcomers and refugees

    • Recruits newcomers and/or refugees who were displaced by a conflict or a natural disaster (for example: Ukraine, Afghanistan, etc.)
    • Supports newcomers and/or refugees with foreign credential recognition
    • Offers mentorship programs that pair newcomers and/or refugees with experienced employees
    • Provides diversity and cross-cultural trainings to create a welcoming work environment for newcomers and/or refugees

      • Support for youths

    • Offers on-the-job training tailored to youth
    • Provides awareness training to employees to create a welcoming work environment for youth

      • Support for Veterans

    • Provides awareness training to employees to create a welcoming work environment for Veterans
    • Offers workshops, counselling services or other resources to help Veterans navigate their transition into the civilian workforce (for example: adapting to different organizational structures)
    • Supports Veterans in translating their military skills and experience into the language of the civilian job market
    • Offers flexible onboarding options to allow Veterans to gradually adapt to the civilian workplace (for example: gradually increasing hours and responsibilities, etc.)

      • Support for Indigenous people

    • Provides cultural competency training and/or awareness training to all employees to create a welcoming work environment for Indigenous workers

      • Support for mature workers

    • Applies hiring policies that discourage age discrimination
    • Provides staff with awareness training to create a welcoming work environment for mature workers
    • Offers phased retirement options that allow mature workers to gradually reduce their workload (for example: flexible or reduced work hours, part time employment, project-based or seasonal work, etc.)
    • Offers phased re-entry options for mature workers who are returning to work after retiring (for example: gradually increasing hours and responsibilities)

      • Supports for visible minorities

    • Applies hiring policies that discourage discrimination against members of visible minorities (for example: anonymizing the hiring process, etc.)
    • Provides diversity and cross-cultural training to create a welcoming work environment for members of visible minorities
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