Store Director- Westchester NY County District

Store Director - Westchester NY County District

Apply for the Store Director - Westchester NY County District role at Acme Markets

This dynamic and purpose-driven leader is accountable for the store’s overall performance, culture, and operations. The role is ideal for individuals who excel at driving sales through people, fostering a growth mindset, and building high-performing, inclusive teams.

All SDs must be willing and able to work and train at any store within the district where they are hired. Stores in the district include:
Bronxville, McLean Ave (Yonkers), Patterson, Greenburgh, New Rochelle, Yorktown Heights, Thornwood, Mohegan Lake, Brewster, Goldens Bridge, Hopewell Junction, Mahopac, Shrub Oak, Rye Brook, Briarcliff Manor, Pleasant Valley, Stamford, New Canaan, Riverside, and Greenwich.

Pay transparency: Starting salary range $85k–$120k annually. Salary varies by location, experience, and qualifications. Associates also eligible for quarterly bonus based on store performance. Total compensation may include 12 days PTO, 40 hours sick time, 6 holidays, 401k match up to 7%, pet insurance, EPA benefits, and more.

• Seniority Level: Director
• Employment Type:
  
  Full-time
• Job Function:
  Sales and Business Development
• Industry: Retail

• Lead, motivate, and develop associates through consistent coaching and recognition.
• Facilitate weekly planning sessions with Assistant Store Director(s) and Department Managers.
• Cascade information effectively through daily morning and evening huddles.
• Delegate tasks to team members, empowering ownership and accountability.
• Communicate transparently and regularly with all levels of the team.
• Develop Store Management team by identifying skill gaps and creating tailored development plans.
• Coach and mentor leaders, providing actionable feedback and growth opportunities.
• Partner with Assistant Store Director(s) to make strategic hiring decisions.
• Build diverse teams by recruiting individuals with varied backgrounds and perspectives.
• Engage in community outreach to attract local talent and provide opportunities for associates.
• Foster a culture of belonging and success by setting clear expectations and celebrating wins.
• Drive associate retention through relationship building, career pathing, and removing barriers.
• Inspire a customer-first mindset and execute localized merchandising strategy.
• Leverage customer insights from physical and digital channels.
• Foster a culture of recognition and accountability tied to performance outcomes.
• Equip associates with tools and confidence to anticipate customer needs.
• Champion a frictionless customer journey across in-store and online operations.
• Partner with HR, Operations, Sales Teams, and other support functions.
• Understand and utilize P&L, sales, purchases, labor, and cost reporting.
• Own workforce management and schedule to meet demand while controlling labor.
• Ensure store readiness through daily walkthroughs and visual merchandising standards.
• Obtain necessary licenses for store operations.
• Ensure compliance with legal requirements and company policies.
• Maintain professional relationships with union officials and comply with collective bargaining agreements.
• Take responsibility for outcomes and empower teams to act with pride and accountability.

• 3 to 5+ years of progressive retail leadership experience, preferably in grocery, retail, or service industries.
• High school diploma or equivalent required; college bachelor’s degree preferred.
• Proven success in team development, sales growth, and operational strategy.
• Strong analytical, communication, and coaching skills.
• Experience with workforce management tools and financial analysis platforms.
• Passion for inclusive leadership, coaching, and community engagement.
• This is not an all-inclusive list of duties, functions, or physical requirements of the job.

DISCLAIMER:
The above statements describe the general nature and level of work performed by employees assigned to this job classification. They are not intended to be construed as an exhaustive list of all responsibilities and skills required of personnel so classified.

Albertsons Companies EOE