$20/hour Starting Pay!

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The Assistant Manager II, assists the Assistant Store Manager I and the Store Manager in in the daily operation of the store which includes achieving profit goals and training, directing and monitoring all associates.

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Essential Duties: 

\n\nDrives the sales and gross profit goals for the store for the assigned store\nReview P& L and expense report for business opportunities\nSupport the delivery of continuous operational and financial improvements within the store\nEnsure every customer has a positive shopping experience\nSupport Merchandising, Operations, Customer Service and Human Resources.\nManages the Inventory Control process to ensure appropriate inventory levels.\nDevelops and Implements new processes and procedures\nPurchases store equipment and supplies\nTrains Shift Manager and Inventory Control Specialist and all new store associates\nProvides Supervision and development opportunities for associates in assigned area\nResponsible for sales calls on potential new customers and supporting growth of existing customer business\nAssist in the development of creative plans to increase store sales including implement planned sales promotion activities\nSupport the management of store expense control and payroll to optimize business\nStaffs, train, develop and assist in the supervision of all Store Associates, Shift Managers and Inventory Control Specialists\nAssist with preparation of work schedules\nEnsures compliance with Company policies and procedures and all applicable food safety rules and regulations\nConducts field sales meetings to new and existing customers\nTravels to existing and new stores for management coverage and special projects\nMay act as Store Manager in Manager’s absence\nCelebrate and recognize successful moments everyday\nOther duties as assigned.\n\n

Qualifications: 

\n\nHigh School Diploma or GED Preferred\nAble to stock merchandise weighing up to 45 pounds, on shelving at various heights.\nStrong interpersonal, communication and follow through skills\nStrong problem solving, decision making and financial analysis skills\nProficient in Microsoft Office suite; Word, Excel, and Outlook\nMust be open to promotional relocation in the Southwestern United States.\nMust be flexible and willing to work the demands of the department which may be subject to evenings, weekends and holidays.\n\n

Corporate Summary: 

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At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.

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Our Mission: 

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At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”

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Why work for us?

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Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy.  That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck.  And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education, and wellness programs.

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Equal Opportunity Employer  

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Shamrock Foods Company is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.

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)