Area Manager, Singapore Stores

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Area Manager, Singapore Stores
role at
Coach
Join to apply for the
Area Manager, Singapore Stores
role at
Coach
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.
Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what's possible.
A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit
Our People
page to learn more about Tapestry's commitment to equity, inclusion, and diversity.
Job Title: Area Manager, Singapore Stores
Primary Purpose
The Area Manager, Singapore Stores overall responsibility is to ensure the efficient and profitable operation of all retail stores in Singapore by driving sales and profitability, enhancing customer experience, streamlining operations, managing team, and aligning store activities with the company's strategic goals.
This role is accountable to ensure the standards and values of the Coach brand are implemented with the highest level of quality and excellence. Playing a significant leadership role through inspiring presence and ability to motivate teams at all levels.
Responsibilities
Strategic Focus & Brand Integrity
Demonstrate a strong understanding of business acumen and analytical skills; strategically forecast, plan and budget to the needs of the business.
Comply with all local lease and statutory obligations as well as with local codes and uphold the highest standards on all retail store audits.
Identify methods for lowering expenses and increasing overall store profitability, including developing and implementing strategies to achieve store shrinkage targets, enhancing overall inventory management and reducing losses.
Communicate the Coach brand vision, strategy and clear directions to the team and ensure the message is cascaded down to retail employees accordingly.
In partnership with the Buying team, provide input & data on the customer and competitor trends, assortment & planning strategy to maximize profitability in line with the brand's direction.
Make decisions supported by cross functional partners, that are aligned with Company priorities and values (short & long term), welcome collaboration and always act in the best interest of the Company, its employees and its customers.
Serve as the market expert, ensuring that the Brand is consistently represented to Coach standards across divisions to ensure we remain best in class in the retail industry.
Develop systematic reporting for macro trends real estate development, trading conditions, competitive activity, travel patterns).
Customer Focus
Develop and execute strategies to grow the business (e.g. sales, clienteling, customer engagement, talent acquisition, retention, etc.).
Create and reinforce to the team a proactive selling culture that focuses on building long-term relationships through clienteling and customer shopping experience.
Foster an environment where service and selling are top priorities through training, coaching, role-modeling and personal customer involvement.
In partnership with the Marketing teams, provide insights into the customer's mindset, competitor activities and define district level needs and provide input on how to make global strategy locally relevant and provide input on Coach's brand position in market.
Leadership Effectiveness
Partner with HRBP, Talent Acquisition and Finance team to ensure efficient and strategic manpower planning and payroll percent is achieved against budgeted AOP.
Empower and delegate duties and responsibilities to foster a sense of ownership among District Managers and Store in Charge (SICs) and increase efficiency of store operations.
Ensure consistent management, operational practices and customer service in all stores in area.
Collaborate with RT&D to implement Coach training programs (e.g. COACH College, Sales Training, Product Knowledge, etc.) and leadership workshops for the Management Team to develop their managerial skills.
Working with HRBP to develop and create retention and succession planning strategies for the retail team (including reviewing incentives/commission schemes, allowances and compensation).
Requirements
Bachelor's Degree and minimum of 10 years prior experience in an upscale retail environment, including 4 years as a multi-store manager; or previous management experience as a multi-store manager preferred
Previous management/exposure in Outlet business is preferred
Ability to work with and motivate multiple levels within the Coach organization
Must demonstrate the ability to effectively communicate important issues related to Market to Coach Sr. Management, and partner on solutions
Pro-active problem solver – ability to assess an issue and develop action steps for resolution
Demonstrated ability to think broadly, considering all perspectives on issues, and reaching logical conclusions that best serve Coach as a whole
Our Competencies for All Employees
Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
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.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation,