Store Assistant Manager - Santa Monica Boutique

About The Arc

The Salvation Army (TSA) Adult Rehabilitation Center (ARC) is a no-fee program to assist men & women in their journey to complete our rehabilitation program. We are grateful for the contributions our valued employees make toward the maintenance and effectiveness of the programs. The organization is indebted to and dependent on the diligence and devotion of its employees.

PAY RATE: $20.00 PH

Become part of the dedicated Retail Team at The Salvation Army! Together we can continue to serve and impact our local community, through the commitment to “Do The Most Good” at our Santa Monica Thrift Store, which supports the Adult Rehabilitation Program. This is an opportunity to promote a positive shopping/donor experience, enhance customer service, problem‑solving and teamwork skills, while contributing to the success of our Program and its participants.

• Opportunity for career growth
• Paid time off
• Employee Stores Discounts
• Great Work Perks Discounts (Amusement Parks, Museums, Services and more!)
• Employee Referral Bonuses
• Medical, Dental, and Vision
• Health and fitness Fitbit Device
• Retirement Plan
• Legal Advice Met Life
• Pet Insurance
• AFLAC
• Employee Assistance Program (EAP)

• Take an active role and partner with the Store Manager in the day‑to‑day operation of the store.
• Assume all day‑to‑day store operations in the absence of the Store Manager.
• Provide coaching, training, and development to the Store Employees.
• Ensure Customer/Donor needs are met by maintaining good Customer/Donor/Community relations; resolve complaints; and provide quick and efficient service.
• Communicate any personnel issues with Management in the absence of Store Manager. May issue disciplinary warnings, conference reports, employee evaluations and goals as needed in coordination with the HR Generalist/Coordinator and District Sales Manager.
• Ensure store is maintained at ARC Merchandising Standards and maintain adequate inventory levels on hand.
• Back Room Processing (BRP). In absence of Store Manager, ensure that the Material Handlers are working effectively and efficiently to meet daily processing goals.
• Maintain adequate amount of change at the beginning of each day, safeguard cash in registers and safe, and bank cash receipts per ARCC policy.
• Assist the Store Manager in ensuring that safety measures are established and maintained consistent with ARC policy and governmental regulations.
• Implement appropriate loss prevention measures.
• Other written or verbal duties as may be assigned by Management, Retail Directors and Command Administration.

• High School diploma/GED or equivalent.
• Minimum of 2 years previous Retail Management/Supervisory experience.
• Ability to accurately handle POS/Cash Register operations and cash transactions.
• Valid Driver’s license, proof of insurance.
• Pass background check, including Criminal History and Sex Offender Registry.
• Ability to communicate effectively with management, fellow store employees, customers, and donors.

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.
• Ability to move product up to 50 lbs.
• Ability to perform various repetitive motion tasks.
• Must be able to perform duties with or without reasonable accommodation.

Our stores operate 7 days per week. Work schedules are determined by Management and employee must be flexible to always ensure adequate store coverage. Full‑time associates may be scheduled to work any full‑time shift including evenings, weekends, and holidays.

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)

Mid‑Senior level

Full‑time

Sales and Business Development

Non‑profit Organizations