Assistant Manager (Food Services)

Goodwill of Southwestern Pennsylvania is a nonprofit organization that funds job training, education, and other community programs by selling donated clothing and household items in Goodwill stores and online. We offer life-changing work on a mission-minded team. We are 1,000 working as one and each of us is essential to helping our community thrive. For three years running, Goodwill has been named to Forbes' list of America's “Most Inspiring Companies”.

We offer a wide range of career opportunities ranging from entry-level to management in retail, human services, and administrative fields. Learn more about working at Goodwill. You can help. We can show you how.

 As the Assistant Store Manager you would assist the Store Manager in the operation of the retail outlet and oversees operation of the store and supervises assigned personnel in the absences of Store Manager.

Duties will also include but are not limited to:

• Provide leadership and direction to staff, program participants, donors, and customers, ensuring that production and quality goals are achieved and sales expectations are met and that the store operates in an efficient manner. 
• Ensure a positive application of organizational policies and procedures by all staff and retail facilities so they operate in such a manner as to reflect a positive internal and external appearance.
• The qualified candidate will have excellent oral/written communication skills; possess organizational, problem solving, and management skills, and be customer/detail oriented. 

External Hiring Range: $18.08-$19.16/hour

Travel: Local travel may will be required. 

Qualifications: 

• High school diploma or equivalent AND 1 year of experience in management required.
• Internal Candidates will be considered with - High school diploma or equivalent AND 6 months of experience in the Goodwill Team Leader role required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Retail