Target Work Values

Daily Duties at Target:

Promoted to Store Team Leader March 2010 Managed a store team of 125 employees (6 exempt managers/12 non-exempt managers/115 non exempt non manager employees Performed quarterly/yearly evaluations /reviews for all exempt employees/final sign off for all non-exempt employee reviews maintaining an open door culture elevating team engagement/improving team members intent to stay full responsibility for a target store over 22M annualy 5 % increase last two years responsible for 3100 payroll hours weekly hold huddles with team daily to make sure the team has all the information needed to perform jobs effectively hold weekly business reviews with team audit/validate team member understanding of expectations. Role play with teams to build team confidence Model the right attitude each day Analyze data/trends to build future strategies 2013: Promoted 2 exempt managers; 4 non exempt manager and 5 specialists Participate in weekly conference calls with sr. leadership Participate in Monthly in person business reviews with sr. leadership Drive a diverse, safe and inclusive culture Audit process to ensure target, local, state and federal government regulations are met Meet and exceed sales, payroll, gross margin, controllable profit and expenses Designed quarterly budgets; review monthly budgets Delivered on under 1% shortage for 2012 and 2013 Handled all integrity team member/guest claim/concerns for store Held chat sessions with the team monthly to gauge engagement/address concerns Responsible for recognition for store Provided incentives to team to increase competition To Win Produced action plans to improve performance Removed barriers/obstacls for the team to succeed Provide solutions/roadmap for the team to be successful Manage/organize team and activities Promotional succession planning for future team member promotions Perform performance management documentation/corrective actions Teach/train/develop knowledgeable teams Make sure all process are followed according to policy and standards Communicate sales/instock opportunities to sr. leadership/HQ Developed operational improvement plans for district- 12 stores Conducted presentations to improve performance-level set expectations-new rollouts Conduct store visits-developmental district manager training/operational district captainship Connect dots for store team on their performance vs. expectations Explain the why’s of the company vision/focus Walk the floor individually with the leadership team to identify sales growth opportunities Build a team that everyone wants to be a part of Hold people accountable for their roles and results Tell show do review Conduct gaps grid feedback sessions with self and team Utilize the 10 steps of Accountability to drive results Manage the execution/organization of my team Manage store P&L statement monthly Utilize developmental plan to develop team Set up daily, weekly, monthly follow up routines

What they like about Target:

The social vibrance of a hiring firm is very important to you. Your ability to make and maintain friendships there is a critical part of your decision. You would likely be dissatisfied with a workplace that is quiet, cold, or otherwise not particularly social. When you investigate a new hiring company, ask recruiters, managers, and potential co-workers about the social life and opportunities there. This is especially important when you are relocating; moving dramatically alters your social sphere both inside and outside the workplace.

Tags

Manager, Audits, Expense Control, Payroll, Reporting, Change Management, Project Management, Strategic Planning, Team Leadership, Process Improvement, Benefits, Compensation, Employee Relations, Recruiting, Training, Development, Workforce Planning, Policy Development, Performance Management, Client Relations, Sales Forecasting, Event Planning, Customer Service, Public Relations, Merchandising, Inventory Management, Logistics, Operations Management, Scheduling

Skills

Full Cycle Operations Management

These are some of the questions we asked our climbers about their experiences with Target: