VP Store Operations, Corporate

Corporate Store Operations Manager

Job Summary

Key Responsibilities

Strategic Leadership & Growth

Develop and execute the corporate store operations strategy aligned with company objectives and expansion plans.

Hold the field leadership team accountable to delivering results to sales budget and EBITDA growth.

Partner with senior leadership to set annual financial and operational targets, ensuring sustainable growth and profitability.

Drive initiatives to improve store productivity, customer experience, and operational efficiency.

Conduct regular analytics of results and build go to market plans with strong tactical direction to the field leadership team to consult, support and deliver on results.

Operational Oversight

Oversee Regional Directors to ensure compliance with company policies, operational standards, and performance goals.

Deliver KPIs, sales trends, and EBITDA performance; implement corrective actions where necessary.

Leads the day-to-day field operations in partnership with the field teams.

Regularly works with Operations Support and Franchise Operations to provide the leadership and stewardship to generate and sustain the necessary momentum, decide when to stay the course or make necessary adjustments, and successfully implement large-scale corporate initiatives within approved budgets and timeframes.

Holds the Pet Valu brand to the highest standard and expectation within the Corporate stores.

Collaboration & Cross-Functional Alignment

Collaborate with internal stakeholders, including Operations Support, Loss Prevention, Human Resources, Category Merchandising, Marketing, Digital, Supply Chain, Finance, IT and Franchise Operations, to support the successful launch of national, existing and new programs and processes through assessment, decision recommendation and implementation.

Shares best practices, successes and opportunities with the organization.

Regularly advises Chief Retail Officer of potential Corporate concerns with recommendation or solution.

Partner with VP of Franchise Store Operations to share best practices and maintain brand consistency across corporate and franchise stores.

People Leadership

Mentor, coach, and develop direct reports, fostering a high-performance, results-oriented culture.

Lead succession planning efforts and provide training opportunities to support career development.

Ensure the team is empowered with the skills and tools needed to support and be able to drive overall performance.

Foster an inclusive, high-performance culture that supports diversity and employee engagement.

Champion a safety-first culture, ensuring adherence to health, safety, and loss prevention standards.

Qualifications

Minimum 10+ years of progressive leadership experience in retail operations, preferably in multi-unit environments.

Proven track record of managing large teams and delivering P&L accountability.

Strong strategic planning, analytical, and problem-solving skills.

Excellent communication and collaboration abilities across all organizational levels.

Familiarity with Canadian retail market and bilingual proficiency (English/French) is an asset.

Competencies

Business Acumen – Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.

Decision Quality – Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Interpersonal Savvy – Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

Organizational Agility – Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Total Quality Management – dedicated to providing the highest quality products and services which meet the needs and requirements of internal and external customers; is committed to continuous improvement through empowerment and management by data; is willing to re-engineer processes from scratch; is open to suggestions and experimentation; creates a learning environment leading to the most efficient and effective work processes.

Job Evaluation Sub-Factors

Skill Factor: Complexity of Decision Making

Make top level decisions between alternative courses of action when carrying out the requirements of the job that benefits the overall organization

When a situation arises that the job holder hasn't encountered before, the incumbent must decide what to do based on related expertise, professional standards, and/or consult with management, specialists or other sources to decide on a course of action

Skill Factor: Problem Solving

Work requires the development of action plans for problems having broad implications and/or major projects often affecting other related organizational activities.

Ensure all related and unrelated areas affected by major organizational change are correlated.

Responsibility Factor: Impact of Action

Work impacts client/customer relations, departmental operations, financial resources, legal consequences, organization-wide operations, and safety of others

Work impacts the financial profitability of the organization

Responsibility Factor: Working Relationships

Working relationships include employees in the same department, human resources, legal department, professional services, organization executives

Ability to influence up, down, sideways of organization

Responsibility Factor: Leadership

Recruit, develop, coach and retain a highly qualified team to support the organization

Responsibility Factor: Accountability for Resources

Accountable for materials, equipment, and supplies

Accountable to meet budgets set forth by the organization including but not limited to sales, labour, expense controls

Effort Factor: Physical Demands

Moderate physical demands including sitting and keyboarding for long periods, lifting, driving

Considerable choice of action available to seek relief or perform less demanding tasks

Effort Factor: Sensory Demands

Concentration is necessary in the preparation of written and/or electronic materials, use of computer software, short and long periods of driving

Visual and/or listening attention with choice of action

Considerable choice of action available to seek relief or perform less demanding tasks.

Working Conditions Factor: Environment

Office and store settings (ability to be in corporate office once per week at minimum)

More than 50% travel

Few exposures to undesirable or dangerous conditions.