Company Description

Watch here to see what it's like to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

The targeted hiring range for this full-time position is $87,500 - $118,100 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

Job Description

Red Wing Brands of America is seeking a District Manager to join our Retail team. This role will be responsible for overseeing the operations, performance, and profitability of 15 retail locations within your defined region of Ohio. 

This role is responsible for leading the overall retail experience in defined district territory including influencing, product and selling training, store inventory sell-through and visual merchandising. The District Manager will conduct routine store visits within their district to promote and support our high-quality Red Wing brand image through professional selling, building loyalty and long-lasting relationships with our customers. 

Essential Duties include:

Executes defined sales, marketing, experience and inventory strategies by partnering with dealer owners and store managers to audit inventory levels, style counts and product assortment necessary to meet walk-in and industrial consumer demand.Drive store success setting clear expectations, providing continuous feedback, coaching, and fostering a culture of growth by personalized growth plans and hands-on coaching to enhance skillsets needed within the district.Deliver wholesale revenue targets within the district through the presentation and order taking of relevant product assortments and programs including the introduction of new products.Increase KPI performance by conducting in-store product knowledge and process training clinics. This includes but is not limited to UFX selling process and fitting stool implementation, footwear and accessory clinics, and unified commerce champion – BOPIS/BORIS.Ensures adherence to standard operating procedures and local retail regulations and best practices.Delivers weekly store level and district level reports with recommendations for necessary actions to achieve district targets, in support with labor model coverage and execution, in partnership with Region Leadership.

Qualifications

Associate’s degree, with a minimum of 5 years of related experience in Retail Operations, leading customer service, or multi-store management experience while driving sales through training; or an equivalent combination of education and experience. Selling premium footwear/product is preferred.

Knowledge, Skills, and Abilities: 

Understanding of store operations, including inventory management, merchandising, loss prevention, and customer service best practices. Knowledge of budgeting, forecasting, and analyzing sales and profit metrics. Familiarity with recruiting, onboarding, training, and performance management processes including leading, and developing a team of Store Managers to achieve district goals. Skilled in setting long-term goals, planning initiatives, and aligning district performance with company strategy. Ability to prioritize tasks, manage a high-volume workload, and ensure that all stores receive adequate attention. Ability to understand and anticipate customer needs, driving initiatives that enhance customer satisfaction and loyalty. Capacity to interpret data, identify trends, and make data-driven decisions to optimize district performance.

Work Environment:

This role involves a dynamic, fast-paced work environment requiring frequent travel across the designated region to visit stores, attend meetings, and support teams. Time will be spent between on-site store visits and remote work, with regular in-person interactions to monitor store performance and address team needs. The position requires a balance of independent work and collaboration with cross-functional partners, along with adaptability to changing priorities, seasonal demands, and company initiatives.

Additional Information

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

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

All offers of employment are contingent on satisfactory results of a background check.

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

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.

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)