The Regional Manager is responsible for overseeing the operations of retail stores within a specified region. This role involves managing store managers, ensuring sales targets are met, maintaining high standards of customer service, and driving overall business performance. The Regional Manager will develop and implement strategies to improve store performance, manage budgets, and ensure compliance with company policies and procedures.

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Essential Duties: 

\n\nProvide leadership and direction to store managers and their teams.\nConduct regular store visits to assess performance and provide coaching.\nDevelop and mentor store managers to ensure they have the skills and knowledge to succeed.\nSet and monitor sales targets for the region.\nAnalyze sales data to identify trends and opportunities for growth.\nImplement strategies to drive sales and increase profitability.\nEnsure stores meet or exceed sales and performance goals.\nEnsure a high standard of customer service is maintained across all stores.\nAddress customer complaints and issues in a timely and effective manner.\nFoster a customer-focused culture within the region.\nOversee inventory management to minimize shrinkage and optimize stock levels.\nManage regional budgets, expenses, and financial reports.\nEnsure stores are well-maintained, clean, and visually appealing.\nRecruit, hire, coach, and train store management\nConduct performance evaluations and provide constructive feedback.\nIdentify and address training and development needs within the region.\nCollaborate with the marketing team to develop and implement regional marketing strategies.\nEnsure effective execution of promotional activities and campaigns.\nMonitor the effectiveness of marketing initiatives and adjust strategies as needed.\nEnsure all stores comply with health, safety, and legal regulations.\nConduct regular safety audits and inspections to ensure compliance.\nImplement and enforce loss prevention measures.\nOther duties as assigned\n\n

Qualifications: 

\n\nA bachelor’s degree is required, preferred in Business Administration, Management, or a related field.\nMinimum of 5 years of experience in retail or foodservice management, with at least 2 years in a regional or multi-unit management role.\nStrong leadership, team management, and coaching skills.\nProven ability to drive sales and improve store performance.\nExcellent communication, written, and interpersonal skills.\nAbility to analyze data and make informed business decisions.\nStrong attention to detail, organizational, and problem-solving skills.\nAbility to travel frequently within the region. 50% travel.\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, wellness programs.

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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)