retail store supervisor

Petro-Canada; Brampton; On-site; CAD 40,000 - 50,000; Full time

Job summary

A leading fuel retailer in Brampton is looking for a retail supervisor to oversee sales operations, manage inventory, and lead staff training. The ideal candidate will have excellent communication skills and at least one year of relevant experience. This on-site role offers an opportunity to work in a dynamic environment with a focus on team collaboration. Applicants must possess a secondary school graduation certificate.

Qualifications

• 1-2 years of experience in a similar role.

Responsibilities

• Assign sales workers to duties.
• Hire and train staff.
• Authorize payments by cheque.
• Order merchandise.
• Establish work schedules.
• Sell merchandise.
• Prepare reports on sales volumes.
• Resolve customer requests and complaints.
• Organize and maintain inventory.
• Supervise and coordinate activities of workers.
• Oversee payroll administration.

Skills

Client focus

Organized

Team player

Excellent written communication

Education

Secondary (high) school graduation certificate

Job description

Overview

Languages

English

Education

• Secondary (high) school graduation certificate

Experience

1 year to less than 2 years

On site

Work must be completed at the physical location. There is no option to work remotely.

Responsibilities

• Assign sales workers to duties
• Hire and train or arrange for training of staff
• Authorize payments by cheque
• Order merchandise
• Authorize return of merchandise
• Establish work schedules
• Sell merchandise
• Prepare reports on sales volumes, merchandising and personnel matters
• Resolve issues that may arise, including customer requests, complaints and supply shortages
• Organize and maintain inventory
• Supervise and co‑ordinate activities of workers
• Oversee payroll administration
• Supervise office and volunteer staff

Additional information

Personal suitability

• Client focus
• Organized
• Team player
• Excellent written communication

Employment groups

This employer promotes equal employment opportunities for all job applicants, including those self‑identifying as a member of these groups:

Support for persons with disabilities

• Provides awareness training to employees to create a welcoming work environment for persons with disabilities
• Applies accessible and inclusive recruitment policies that accommodate persons with disabilities

Support for newcomers and refugees

• Recruits newcomers and/or refugees who were displaced by a conflict or a natural disaster (for example: Ukraine, Afghanistan, etc.)
• Supports newcomers and/or refugees with foreign credential recognition
• Offers mentorship programs that pair newcomers and/or refugees with experienced employees
• Provides diversity and cross‑cultural trainings to create a welcoming work environment for newcomers and/or refugees

Support for youths

• Offers on‑the‑job training tailored to youth
• Provides awareness training to employees to create a welcoming work environment for youth

Support for Veterans

• Provides awareness training to employees to create a welcoming work environment for Veterans
• Offers workshops, counselling services or other resources to help Veterans navigate their transition into the civilian workforce (for example: adapting to different organizational structures)
• Supports Veterans in translating their military skills and experience into the language of the civilian job market
• Offers flexible onboarding options to allow Veterans to gradually adapt to the civilian workplace (for example: gradually increasing hours and responsibilities, etc.)

Support for Indigenous people

• Provides cultural competency training and/or awareness training to all employees to create a welcoming work environment for Indigenous workers

Support for mature workers

• Applies hiring policies that discourage age discrimination
• Provides staff with awareness training to create a welcoming work environment for mature workers
• Offers phased retirement options that allow mature workers to gradually reduce their workload (for example: flexible or reduced work hours, part time employment, project‑based or seasonal work, etc.)
• Offers phased re‑entry options for mature workers who are returning to work after retiring (for example: gradually increasing hours and responsibilities)

Supports for visible minorities

• Applies hiring policies that discourage discrimination against members of visible minorities (for example: anonymizing the hiring process, etc.)
• Provides diversity and cross‑cultural training to create a welcoming work environment for members of visible minorities