Every day, our Retail Associates deliver on our long-standing tradition of providing premium products and remarkable service. As our growing American company continues to expand, we're looking for hard-working team members to carry on our values of respect, integrity, community, and excellence while honoring our heritage and nurturing our brands. In return, we offer a supportive team, quality training, and life-friendly retail hours. Sell products you'll be proud to stand behind.

We have a great retail culture! Our stores are well organized, clean, and welcoming. Our store hours are better than many retailers and our compensation plus sales incentives are standouts in the market. Red Wing Shoes is the place to start for a great retail career. We offer opportunities for advancement through career development to help you achieve your career goals. Build your legacy at Red Wing Shoe Company.

Starting Salary Range: Minimum of $55,620 to mid-point of $77,868 annually, based on qualifications.  Top of salary range is higher to allow for future growth in position.  In addition, we offer strong commission program based on store sales metrics.   We offer great retail store hours and our Area Retail managers typically work 40 hours per week.

Responsible for the overall model operations of his/her Red Wing Shoe Store by selling profitably, controlling expenses, managing accounts receivable process, developing new business, managing inventory and merchandising.  Manage all store personnel in the areas of recruiting, hiring, coaching, training and performance management.  Responsible for training of sales related and business operations for retail store and industrial center personnel within the market area.  Provide managerial support to stores in market area as needed.   Assist the ROM in developing and implementing plans to coordinate Retail/Industrial store activities in order to enhance the sales and image of Red Wing Shoe Company by making regular visits to assigned stores and troubleshoot where necessary.

• Associate’s degree (A.A.) or equivalent from two-year college or technical school and two to five years related experience/training; or equivalent combination of education and experience in the Retail/Industrial business or equivalent experience in related field.
• Two or more years of multi-store management responsibility.
• Profit and loss accountability
• Operational excellence
• LEAN thinking, nimble to drive change that enables efficiencies and drives growth
• Team and collaboration orientation
• Problem solving
• Performance driven
• Learning orientation
• Public Speaking
• Effective Written/Verbal Communication

REQUIRED LICENSES, CERTIFICATES OR KNOWLEDGE

• Working knowledge of Microsoft WORD, Outlook, with proficiency in Excel
• Valid Driver’s License
• Personal credit card for reimbursable expenses

PHYSICAL DEMANDS

• Lifting up to 30 pounds, bending, lacing shoes, and climbing a ladder.
• Responsible for ensuring housekeeping duties but not limited to vacuuming, mopping and waxing floors, washing windows and setting up and maintaining displays are complete.
• Travel to assigned stores within market area and to attend training and business meetings.

WORK ENVIRONMENT

• Live within the assigned market area
• Retail store or Industrial Center
• Mobile environment
• Travel to assigned stores

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm.

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)