Fresh Positions at Signature Cosmetics

RESPONSIBILITIES:

What are you responsible for doing?

• Promote a high-performance culture though the effective leadership and management of store teams.
• Monitor sales for designated stores on a daily, weekly, and monthly basis and ensure action plans are in place to deliver required results.
• Ensure store specific action plans are in place for all underperforming stores.
• Discuss performing and non-performing stores with the National Operations and Sales Manager monthly and provide feedback on the achievement of action plans to deliver to requirements, including but not limited to stock management, slow moving products promotions, sales targets, Loyalty Card Programme, operational standards, shrinkage results and stock loss action plans, staffing and staff morale.
• Conduct performance meetings with underperforming store teams, ensure clear action plans are in place, monitor and review the achievement of the action plan.
• Ensure all monthly promotions are implemented in stores, according to required standards and each store provides the relevant evidence of implementation.
• Prepare and present quarterly reviews to the Managing Director and National Operations & Sales Manager, including relevant analysis and clear action plans to deliver to key performance requirements.
• Ensure effective utilization of reports to support sound problem solving and decision making.
• Effectively utilize relevant reporting to provide input to required stock levels and volumes to support sales budgets, e.g., Top selling lines, Slow moving product line items, Out of Stock line items, stock re-ordering levels.
• Prepare for, co-ordinate and obtain input for the content to be shared at Cycle meetings, ensuring that topics covered add value, address area specific relevant matters, enhance continual sales growth and the development of employees.
• Ensure that visual merchandising standards and disciplines are consistently implemented and maintained to the required business standard to create a beautiful store experience.
• Provide feedback on the effectiveness of visual merchandising that encourage link selling and support the effective implementation of promoted products.
• Ensure stores maintain presentation standards and disciplines which include merchandising of windows, shop fronts, gondola ends, and countertops.
• Share best practice learnings with other teams and across areas.
• Ensure that the store teams maintain focus on all key business indicators including but not limited to customer service excellence; Moments of Truth, Loyalty Card Programme, promotions, Link Selling, Make overs, stock management, Store standards and disciplines though the effective utilization of reporting, and ongoing feedback.
• Draft and submit a Monthly store visitation plan and provide updates on any changes to the agreed plan.
• Conduct monthly store visits and discuss including but not limited to sales performance against targets, store standards, store disciplines, compliance with policies and procedures, utilization of the Model Store files, notice board standards, stock management and the used of stock reports to manage Top 200 Items.
• Complete the Operations checklist and Banking audits monthly and provide feedback to the store management including updating the Store Visitation book with the relevant feedback, action plans and instructions.
• Ensure that the fully completed Operational Checklist is forwarded to the National Operations and Sales Manager monthly.
• Follow up, address, and rectify the out of line areas recorded on the Risk audits and previous store visits.
• Identify prime locations for stores in existing malls and shopping centers and discuss opportunities with National Operations and Sales Manager.
• Keep up to date with new mall and shopping center developments and notify the National Operations and Sales Manager of possible sites for new stores.
• Ensure the successful planning, co-ordination and launching of new stores, revamps and relocations and ensure the relevant checklists are completed.
• Effectively manage all people processes including but not limited to employee relations, performance management, learning and development processes, recognition schemes and annual leave planning.
• Effectively and timeously manage monthly payroll processes including the preparation and submission of the Staff Movement reports and all relevant supporting documentation.
• Ensure effective staffing schedules are in place in all stores including staffing over peak seasons, stock takes, training schedules and annual leave.
• Liaise with the Human Resources and Recruitment Department to identify appropriate. methods to recruit suitable candidates for relevant positions within agreed timelines.
• Ensure that the correct recruitment processes are followed to enable optimal operations and store structures.
• Ensure all employees are inducted utilizing the official company induction process and documentation.
• Ensure all staff understand their role and responsibilities and receive the relevant training including Point of Sale systems and procedures, Product Knowledge (new and existing products), Merchandising in store, Customer service, selling skills including makeovers, Health and Safety awareness and Shrinkage prevention.
• Ensure action plans are in place to effectively manage known and unknown causes of shrinkage including but not limited to stock rotation, ordering, write offs, damages and tester usage

Requirements 

• Grade 12 or related qualification is required
• A qualification in retail management, sales management, business management or related qualification is an advantage is required
• A valid drivers license 
• A minimum of three years’ experience in an Area Manager/Senior Managerial position in a flag ship store, within the fashion/retail environment is required.
• Experience in Fragrances and Cosmetics would be beneficial.
• A minimum of three years’ experience managing and motivating store teams
• Utilizing reporting to effectively manage delivery to key store targets.

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Job Description

RESPONSIBILITIES

• Partner with all Human Resource functions to achieve HR goals, and business objectives
• Create and develop a partnership role with line management
• Implement and monitor the application of Human Resource policies and procedures
• Address any deviations from established policies and procedures
• Utilise opportunities to effectively communicate and upskill line managers and employees on company policies and procedures
• Identify gaps in current policies and procedures and forward recommendations to line manager
• Review structures in allocated business areas and develop organisation design proposals that support the delivery of business objectives
• Guide and coach line managers on ways of working that support change initiatives, performance management, development, employee relations and people retention
• Implement change management processes and facilitate the successful implementation of change projects, including coaching and guiding line management and employees in their practical application
• Support, drive and embed the desired culture and values in all business areas
• Develop and support a learning environment
• Manage and provide guidance on the implementation and application of the performance management system including preparation for goals setting, development plans and reviews
• Effectively and efficiently manage employee relations processes and procedures
• Ensure that Employee Relations (misconduct, incapacity, and grievance) processes and procedures, are effectively, timeously, and fairly implemented
• Implement and provide guidance on career paths, talent management and succession planning
• Partner with line managers and the Learning and Development Department to identify required learning interventions including but not limited to on-the-job training, coaching, formal learning interventions, workshops, on-line training, practical work experience and care taking opportunities
• Identify return on investment (ROI) for learning interventions and apply them to the relevant performance management process
• Partner with line managers and the Recruitment Department to meet Service Level Agreement responsibilities
• Ensure that role profiles are up to date, changes are approved though the required process and version control is maintained
• Provide input to appropriate assessment and selection tools
• Design and obtain sign off on all required interview guides and ensure alignment with the approved role profile
• Participate in the interviewing process and partner with line managers to positively influence the appropriate hiring decision
• Ensure that all recruitment documentation is returned to the Recruitment Department for filing purposes
• Ensure all control documentation including but not limited to assessments and interview guides is effectively managed
• Conduct exit interviews will all employees irrespective of the reason for termination, provide required feedback and ensure Exit Interview is scanned to people system
• Follow up on all newly appointed employees to ensure their onboarding has taken place and address any queries
• Advise and train on all HR policies and procedures
• Provide support to employees in all HR related matters including but not limited to leave, remuneration, team dynamics and resolve as soon as possible
• Promote HR processes and respond to queries and requests to support the creation of an efficient and conflict free workplace
• Effectively utilise reporting to manage areas of responsibility including but not limited to leave management, performance management, and employee relations
• Provide relevant HR analytics and effectively utilise this information in support of recommendations and decision making related to recruitment, development, performance management, remuneration and benefits, and legal compliance.
• Conduct data integrity checks on people and payroll systems and address any areas of concern, e.g., accessibility to information, required fields, reporting lines, optimal store structures, and leave balances
• Administer payroll processes as and when required
• Ensure compliance with legislation and escalate any areas of concern.
• Actively participate in identifying, implementing and reviewing opportunities to improve Human Resource processes and efficiencies and actively monitor their implementation
• Take ownership for allocated projects, partner with line management and ensure delivery

Requirements 

• Grade 12 or equivalent qualification is required
• A three-year tertiary qualification in Human Resource Management or related qualification is required
• Driver’s license: Code 8 is required
• A minimum of 3 years working experience is required
• Experience in a retail or related environment is an advantage
• Demonstrated experience in all HR functional areas including recruitment, employee relations, performance management, payroll, employee retention, and remuneration and benefits is required
• Knowledge of relevant legislation and HR practices is required
• Hands on experience with Human Resources Management software including payroll systems is required