Night crew leader - retail store

• Work Term: Permanent
• Work Language: French
• Hours: 32 hours per week
• Education: Secondary (high) school graduation certificate
• Experience: 2 years to less than 3 years

Work setting

• Retail service establishment
• Retail business

Tasks

• Supervise staff (apprentices, stages hands, design team, etc.)
• Hire and train or arrange for training of staff
• Exhibit designers plan and develop permanent and temporary or moveable exhibits and displays for museum exhibitions, trade shows, conventions, retail spaces and other exhibitions
• Order merchandise
• Establish work schedules
• Resolve issues that may arise, including customer requests, complaints and supply shortages
• Organize and maintain inventory
• Supervise and co-ordinate activities of workers
• Conduct performance reviews

Supervision

• 5-10 people
• Grocery clerks and shelf stockers
• Working groups

Area of specialization

• Retail store

Work conditions and physical capabilities

• Fast-paced environment
• Handling heavy loads
• Manual dexterity
• Attention to detail
• Walking
• Standing for extended periods
• Bending, crouching, kneeling

Personal suitability

• Client focus
• Efficient interpersonal skills
• Organized
• Reliability
• Team player
• Dependability
• Initiative
• Judgement
• Ability to multitask

Screening questions

• Are you currently legally able to work in Canada?
• Are you willing to relocate for this position?
• Do you have previous experience in this field of employment?
• What is the highest level of study you have completed?

Health benefits

• Dental plan
• Disability benefits
• Health care plan
• Vision care benefits

Financial benefits

• Group insurance benefits
• Life insurance
• Registered Retirement Savings Plan (RRSP)

Long term benefits

• Long-term care insurance

Other benefits

• Free parking available
• On-site amenities
• On-site recreation and activities
• Paid time off (volunteering or personal days)
• Team building opportunities
• Parking available
• Variable or compressed work week

Support for persons with disabilities

• Provides physical accessibility accommodations (for example: ramps, elevators, etc.)
• Offers mentorship, coaching and/or networking opportunities 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

• Assists with immediate settlement needs of newcomers and/or refugees (for example: housing, transportation, storage, childcare, winter clothing, etc.)
• Supports social and labour market integration of newcomers and/or refugees (for example: facilitating access to community resources, language training, skills training, etc.)
• Recruits newcomers and/or refugees who were displaced by a conflict or a natural disaster (for example: Ukraine, Afghanistan, etc.)
• 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
• Offers mentorship, coaching and/or networking opportunities for youth

Support for Veterans

• Offers mentorship, coaching and/or networking opportunities for Veterans
• 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

• Offers mentorship, coaching and/or networking opportunities for Indigenous workers
• Provides cultural competency training and/or awareness training to all employees to create a welcoming work environment for Indigenous workers

Support for mature workers

• Participates in a government or community program or initiative that supports mature workers
• Applies hiring policies that discourage age discrimination
• Provides staff with awareness training to create a welcoming work environment for mature workers
• Offers mentorship, coaching and/or networking opportunities 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)
• Provides workspace accommodations, such as age-appropriate ergonomic considerations, to meet the physical needs of mature workers (for example: adjustable desks and chairs, accessible parking, etc.)
• Offers resources to help mature workers plan their retirement (for example: financial planning, access to pension and benefits, lifestyle adjustments, etc.)