Director, Selling and Talent Development - NJ & PA

Location
Hackensack, New Jersey
Posted
22 Jul 2022
Closes
16 Sep 2022
Ref
36106
Function
Retail
Hours
Full Time
About:

Bloomingdale's makes fashion personal and fun, aspirational yet approachable. Our mission is to guide and inspire our customers to make style a source of creative energy in their lives. We will always strive to make Bloomingdale's like no other store in the world. Across all brand touchpoints-from Bloomingdales.com to our newest small store concept, Bloomie's-everyone plays a critical role bringing our mission to life. Our inclusive culture promotes diversity of background, thought and opinion. Regardless of position, we believe all colleagues have a voice and access to share their thoughts with every level of leadership. Our colleagues are passionate, driven, entrepreneurial and collaborative, while having a lot of fun along the way.

Job Overview:

The Director, Selling and Talent Development drives action on the people and selling strategies necessary to deliver growth in performance metrics to plan in their assigned Trade Area/Stores. Collaborates closely with senior leaders to understand the needs of the business, identify gaps in all areas of talent, and leverages these insights to develop, with Central partners, an effective, business-aligned workforce strategy. Determines development needs and equips leaders to manage relationship selling and sellers. Co-owns selling team quality with the General Manager (GM)/Asst. General Manager (AGM), increasing client Share of Wallet by driving continuous improvement to the quality of the selling organization.

ESSENTIAL FUNCTIONS:

EDUCATE/EQUIP- Equip/Certify Leaders with skills to teach and coach sellers to sell and grow a customer from prospect to TOL/Unlocked:
  • Equip the leaders to cultivate a high-performance selling culture, connecting results to KPIs (ex. Trade Area Sales, Client Sales, Top Producer Growth, Top Talent Promotion & Retention, etc.):
    • Leverage Tools/Reports/Resources (ex. PDD/Client Sales, Product Knowledge/Skill Certification, IGNITE Pathways, etc.)
  • Facilitate group learning and sharing of best practices
  • In partnership with GM/AGM, ensure there is a customized team development plan created by each Selling Leader
  • Provide feedback to individual leaders and GM/AGM on progress fostering an engaging culture of learning, development, and growth

ACQUIRE, GROW AND RETAIN TOP SELLING TALENT
  • Coach coaches on colleague development with a focus on overall selling effectiveness to include: Relationship Selling, Conversion, Selling Journey, Customer Lifecycle, and Loyalty
  • Focus GM/AGM on development and retention of Shopping Services and Top Producers
  • Ensure thorough onboarding of new high potential colleagues
  • Understand the local competitive talent pool - hourly and professional - with awareness of top talent and partner Talent Acquisition COE for passive recruiting, determining long term strategies to ensure a robust and constant talent pipeline; train leaders for boots-on-the-ground recruiting; focus on retention strategies to combat talent attrition

IMPLEMENT AND INFLUENCE CUSTOMER REVENUE & GROWTH (CRG) Strategy and Initiatives
  • Ensures implementation of CRG initiatives inclusive of customer outreach and experience (ex., Personal Shopping and Stylist client development, Registry, Omni Digital Selling and Tech Adoption, etc.) - with intensity and accountability; by integrating store priorities, education, team quality, and connecting all to results
  • Provides ground intelligence through continuous collaboration and communication with the Central CRG team

DRIVE TALENT DEVELOPMENT
  • Improve broad coaching effectiveness at all levels of the leadership team with an emphasis on Priority Businesses
  • Identify skill gaps and in partnership with Talent Development COE and GM/AGM create broad-based and colleague specific development plans to hone skills and drive results
  • Deliver a regular cadence of talent review sessions that serve the dual purpose of measuring hourly performance and leadership effectiveness, ensuring right colleague in right role
  • In partnership with Sr. HRBPs and TAVP, facilitate and participate in Succession Planning/Talent Meetings, leading the process with consult from the Talent Development Center of Excellence to ensure a rich bench of promotable and diverse candidates for timely advancement
  • In collaboration with Central partners, ensure consistent implementation of development tools/ programs/initiatives

Qualifications and Competencies:

Bachelor's Degree from a 4-year college or university

3-5 years related experience
  • Practices open and continuous communication, values keeping others informed, effectively presenting information in a clear, concise manner
  • Ability to effectively plan and execute strategies
  • Excellent leadership, facilitation, and interpersonal skills, with the ability to work across functional lines and at many levels
  • Ability to think creatively, strategically, and technically
  • Ability to work a flexible schedule based on department and Company needs
  • Knowledge of MS Office computer programs are required

Physical Requirements:
  • Requires periods of walking, standing, hearing, talking , reaching with extended arms, crouching, and climbing ladders
  • Frequent use of computers and other office equipment
  • Requires close vision, color vision, and ability to adjust focus
  • Frequently lift/move up to 25 lbs.

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