
District Manager
Posted Sep 3

Posted Sep 3
This is a fully remote position, open to applicants in Kentucky.
• Cultivate a customer-centric culture that prioritizes outstanding customer experiences.
• Develop and maintain a sales-driven environment that meets district business performance targets.
• Implement and monitor company merchandising and operational standards.
• Conduct regular store visits to acknowledge, mentor, and nurture leadership talent.
• Attract, guide, develop, and retain top-performing teams.
• Collaborate with Store Managers and Human Resources on coaching, counseling, performance documentation, and employee relations.
• Promote career advancement through goal-setting and performance coaching.
• Establish recruitment pipelines and succession planning for the district.
• Direct the district towards achieving sustained business performance and productivity.
• Communicate the vision and objectives of Five Below effectively.
• Utilize reports and metrics to enhance sales, customer experience, profitability, shrinkage, payroll, and staffing.
• Provide store managers with knowledge regarding financial management and policy compliance.
• Evaluate business outcomes and store visits to enhance performance.
• Work in partnership with corporate teams, including HR, visual operations, and asset protection.
• Comply with company policies as well as local, state, and federal regulations.
• 5-7 years of experience in retail management.
• A four-year degree is preferred.
• Exceptional verbal and written communication abilities.
• Demonstrated capability to lead, coach, and inspire others.
• Strong business insight and problem-solving aptitude.
• Ability to perform root cause analysis to identify and resolve complex business issues.
• Competence in creating business plans and contingency strategies.
• Proficiency in computer use and standard office software applications.
• Health coverage.
• Financial wellness support.
• Personal wellness support.
• Reasonable accommodations for individuals with disabilities.
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