Job Description

Responsibilities:

As part of the leadership of our Store Level Team, the responsibility falls to you to reach out to the store level team in your area and provide regional support for the instore programs they have been assigned.

Getting to know them and allowing them to get to know you will help you to drive our clients’ instore objectives and make sure they are on the job for all programs.

Coach your instore teams and support them to help their team execute their responsibilities by:

• Building relationships with your instore team.
• Closely supervising their schedule and reporting making sure that they are actively
• Encouraging them to become Doers who Think!!
• Asking probing questions to make sure that they can identify problems, determine solutions and take action to generate value for our clients.

Basic Responsibilities:

• Route instore staff for each program and approve their work. Coverage is ultimately your responsibility.
• Assign and approve expenses within the budget provided by the Program Managers.
• Communicate with your instore staff & Area Manager(s) on a regular basis.
• Ensure they understand and have the ability to execute the instore tasks assigned.
• Double check schedules, reports and compliance–ensure your Area Manager(s) are doing it too.
• Train and support instore staff.
• Perform instore checks and provide guidance.
• Perform work-withs, find the weakest link and fix it.
• Hire and evaluate instore staff.
• Manage budgets as required.

Communication with your team:

Communication is a two way street.  While it is the responsibility of the instore team to be reaching out to you, you need to be reaching out to them as well.  Make sure that:

• They are up to date on the program requirements and instructions.
• They have understand the instore objective.
• The stores are completely staffed and will be able to reach the instore targets assigned for your markets.
• Review their staff’s schedules and question irregularities.
• Ensure the store level team in your market is following all scheduling, reporting and invoicing procedures.
• Maintain executional standards for On Demand Visits, and traditional programs.

Reporting:

For each program, please make sure that your team understands not just the instore task, but HOW and WHERE they need to report. Reporting is 50% of all tasks and work not accurately reported in a timely manner is of no value to us and more importantly – will not be approved for payment.

Reviewing the reports and questioning the data will indicate to your team that you are watching them and help you to better understand how well they are executing their tasks.

You are the last line of defense to solve problems before senior management and clients identify them.

Action Items:

As your team identifies problems they cannot solve, they will turn to you first. You need to be prepared to answer their questions and provide direction about the next steps that provide the better feedback and value to our clients.

Tips on how to do that:

• Read everything – there will be lots of emails and memos to your staff. Make sure you are up to date on the direction and reference material. Most questions have been answered already.
• Understand the bigger picture.
• Completely understand the instore tasks and make sure the instore staff do too.
• Communicate with your staff frequently.

Wave Your Banner:

When you and your team go above and beyond, experience great success or simply solve a problem that would have gone missed had you not been doing the job, TELL US – let us show the clients how GREAT you are!!  Sending photos is the best way for us to show our clients your success.

We often run incentives and offer rewards for GREATNESS – nothing better for morale than winning cash & prizes.

Accounts Payable / Pay Roll

All teams are paid every 2 weeks with a cut of on Saturday Midnight.

Invoices and payroll reporting from the instore teams that are unclear or have unsubstantiated expenses will not be processed with the others each cycle.  They will be set aside for follow up and resolution for the next payment period. Please be careful to ensure that rates and billing amounts are as agreed upon, and clearly laid-out so staff does not miss a cheque run. Part of your job will be to review the inconsistencies between what staff expected to be paid and what they received.

Most pay issues come from staff missing the cut-off dates or claiming expenses that have not been approved and communicated to the Program Managers who approve the expense budgets.

Make sure your people are aware of the time lines and get their reporting in on time. Most on line reporting should be completed at the end of each day. Check staff reporting frequently.  As well look at their invoicing to make sure that they are on budget.

Staffing – Hire or Fire?

Part of your responsibilities will be to make sure your stores and routes are staffed with qualified & motivated staff.

Supervise your teams and discuss changes as needed program managers and the HR team, but any specific changes in staff will come from you.

As the Regional Manager you will work with Human Resources to hire the required qualified staff.

In the event of terminating a contract, send an email to the contractor notifying them Ex-Sell will no longer require their services; carbon copy Human Resources, Office Manager and Peer Mentor.

The Vision and Mission:

Our Vision:

To build a grow a family of people who commit their energy, experience and enthusiasm to providing packaged good vendors in Canada, exciting, cost effective and measureable solutions to increasing product sales.

Our Mission:

To develop and deploy at team of dedicated, smart and committed people who build relationships in retail stores across Canada, and can leverage those relationships to solve instore problems, take advantage of instore opportunities and grow our clients retail sales through improved instore execution.

Our Philosophy:

“Building relationships at store level will create better sales opportunities for our clients.”