ACME Store Director-Saddlebrook, NJ District

TheAlbertsonsStore Directoris a dynamicand purpose-drivenleader,accountable for the store’s overall performance, culture, and operations. This role is ideal for individuals who excel at driving sales through people, fostering a growth mindset, and building high-performing, inclusive teams. The ideal candidate is a strategic thinker and resilient leader whothrivesin dynamic environments. They champion innovation, embrace calculated risks, and approach challenges with creativity. With arelentless focuson the customer and Associate experience, theyleverageinsights tobuild lastingrelationships anddeliver! Pay transparency: The current starting salary range is $85k to $120k annually. Starting salary will vary based on criteria such as location, experience, and qualifications. There may be flexibility for exceptional candidates. Associates in this position are also eligible for a quarterly bonus based on the store's performance. The total comp package yearly can include 12 days PTO, 40 hrs of sick time, 6 recognized holidays, 401k match of up to 7%, Pet insurance, EPA benefits, and so much more! All SD’s must be willing and able to work and train at any store within the district where they are hired. The stores within this NJ based district include: Midland Park, Mahwah, Fort Lee, Denville, Jersey City (18th St & Rt 440), Allendale, Oak Ridge, Boonton, Hoboken, Montclair, Edgewater, Blairstown, West NY, Saddle Brook, Vernon, and Mt. Freedom. Key Responsibilities: Leadership & Communication Lead, motivate, and developassociatesthrough consistent coaching and recognition. Facilitate weekly planning sessions withAssistant Store Director(s)and Department Managers to align the team with goals and priorities. Cascade information effectively to ensure everyone is equipped to succeed,through dailymorning and eveningteam huddles. Delegate tasks to team members empowering them to take ownership,engagementandfosteringa sense of accountability. Communicate transparently and regularly with all levels of the team to foster clarity and trust. Team Building & Talent Development Develop Store Management teambyidentifyingskill gaps and create tailored development plans to enhance leadershipcapabilitiescareer growth. Coach and mentor leaders regularly, providing actionable feedback, stretch assignments, and growth opportunities that foster confidence, accountability, and continuous improvement. Partner with Assistant Store Director(s)to make strategic hiring decisions that align with current and future talent needs, ensuring balanced coverage and team strength. Build diverse, high-performing teamsby recruiting individuals with varied backgrounds, skillsets, and perspectives. Actively engage in community outreachto attract local talent and create meaningful opportunities for associates to give back, reinforcing a sense of purpose and connection. Fostera culture of belonging and shared successby setting clear expectations, celebrating team wins, and aligning everyone around common goals and values. Driveassociate retention and engagementthroughintentional relationship-building, career pathing, and the removal of barriers to advancement—ensuring every associate feels seen, supported, and set up for success. Sales Culture & Customer Connection Inspire a customer-first mindset by settinga clear visionthat aligns every associate’sactionswith the goal of delivering exceptional service and driving sales through meaningful customer interactions. Lead the execution of a localized merchandising strategythat reflects community preferences, enhances product discoverability, and influencespurchasingdecisions to elevate the overall store experience. Leverage customer insights and feedbackfrom both physical and digital channels toidentifyemerging trends, improve service delivery, and tailor the shopping experience to individual preferences. Foster a culture of recognition and accountability, where exceptional selling behaviors and customer-centric actions are celebrated and directly tied to performance outcomes. Equip associates with the tools, knowledge, and confidencetoanticipatecustomer needs, personalize service, and consistently exceed sales and service expectations. Championa frictionless customer journeyby integrating in-store and online operations—ensuring product availability, service consistency, and a cohesive brand experience across all touchpoints. Operational Excellence PartnerwithHuman Resources, Operations Specialists, SalesTeamsandother key supporting backstage functionswithin the organizationtodeploy theappropriate resourcesin support ofachievingshared goals. Readilyunderstands andutilizesP&L, sales, purchases,laborand cost reporting to impact results. Own workforce management by scheduling to meet customer demand tooptimizecoverage while controlling labor. Ensure store readinessfor an exceptional customer experienceby conducting daily walkthroughs to uphold visual merchandising standards, cleanliness, and overall presentation. Obtains necessary licenses needed for store operations such as Food Safety and Sanitation License. Ensure compliance with legal requirements and company policies and procedures, including but not limited to cash handling, security, safety, consumer protection, sanitation, wage and hour, etc. Maintainappropriate professionalrelationshipswith union officials, and ensure compliance with collective bargainingagreement provisions, if applicable. Take responsibility for outcomes and empower teams to act with pride and accountability. Qualifications: 3 to5+ years of progressive retail leadership experience, preferably in grocery, retail,or service industries.High school diploma or equivalentrequired; college bachelor’s degree preferred. Proven success in team development, sales growth, and operational strategy. Strong analytical, communication, and coaching skills. Experience with workforce management tools and financial analysis platforms. Passion forinclusive leadership, coaching, andcommunity engagement. This is not an all-inclusive list of duties, functions, or physical requirements of the job. DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed byemployees assigned to this job classification. They are not intended tobe construedas an exhaustive list of allresponsibilitiesand skillsrequiredofpersonnel so classified. Albertsons Companies EOE

Created: 2025-12-15