Assistant Store Manager in Pick-n-Pull - Salinas at Pick-n-Pull

Date Posted: 3/27/2018

Job Snapshot

Job Description

Manage all aspects of store operations including but not limited to: sales, vehicle production, customer care and personnel. Ensure that the store operates both safely and environmentally compliant, while effectively and efficiently working within the guidelines of the administrative policies and procedures. 

Essential Functions:  

  • Partners with the Environmental Health and Safety Team to ensure that the store is adhering to all safety and environmental policies and procedures. Promotes a clean, safe, and environmentally compliant store for employees and customers.
  • Manages, trains, and develops Managers in Training (MIT), Assistant Managers, Sales Managers, Production Managers and Vehicle Purchasing Agents (VPA) for success and helps to prepare them for advancement.
  • Responsible for staffing levels, delegating duties and scheduling work hours.
  • Attract, screen, hire, retain and develop all employees including through performance planning, goal setting, performance evaluation and continuous improvement.  
  • Drive store performance by optimizing sales, production, and vehicle purchasing.
  • Manage by the numbers by understanding and taking corrective actions in response to monthly financial statements and operating statistics. 
  • Establish community relationships to promote and enhance the Pick-n-Pull Brand.
  • Follows company policy and procedures and leads by example for the rest of the employees.
  • Ensure policies and procedures are communicated and implemented at the store level. -Prepares operating reports for the Regional Director and administrative office.
  • Ensure that all sales transactions and cash management procedures are in compliance with company policy. 
  • Responsible for the overall safeguarding of company assets.
  • Partner with all internal corporate support resources to ensure compliance with all laws and regulations to achieve results.
  • Other duties as assigned.
  • Mission Critical Core Competencies:
  • Work Environment/Safety: Promotes mutual respect, keeps workplace clean and safe, supports safety programs.
  • Composure: Is cool under pressure, does not become defensive or irritated when times are tough, Is considered mature, can be counted on to hold things together during tough times, can handle stress, is not knocked off balance by the unexpected, doesn't show frustration when resisted or blocked, is a settling influence in a crisis.
  • 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.
  • Directing Others: Good at establishing clear directions, sets stretching objectives, distributes the workload appropriately, lays out work in a well-planned and organized manner, maintains two-way dialogue with others on work and results, brings out the best in people, is a clear communicator.
  • Functional/Technical Skills: Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
  • Hiring and Staffing: Has a nose for talent, hires the best people available from inside or outside, is not afraid of selecting strong people, assembles talented staffs.
  • Integrity and Trust: Is widely trusted, is seen as a direct, truthful individual, can present the unvarnished truth in an appropriate and helpful manner, keeps confidences, admits mistakes, doesn't misrepresent him/herself for personal gain.
  • Managerial 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.
  • Managing and Measuring Work: Clearly assigns responsibility for tasks and decisions, sets clear objectives and measures, Monitors process, progress, and results, designs feedback loops into work.
  • Motivating Others: Creates a climate in which people want to do their best, can motivate many kinds of direct reports and team or project members, can assess each person's hot button and use it to get the best out of him/her, pushes tasks and decisions down, empowers others, invites input from each person and shares ownership and visibility, Makes each individual feel his/her work is important, is someone people like working for and with.
  • Planning: Accurately scopes out length and difficulty of tasks and projects, sets objectives and goals, breaks down work into the process steps, develops schedules and task/people assignments, anticipates and adjusts for problems and roadblocks, measures performance against goals, evaluates results.
  • Priority Setting: Spends his/her time and the time of others on what's important, quickly zeros in on the critical few and puts the trivial many aside, can quickly sense what will help or hinder accomplishing a goal, eliminates roadblocks, creates focus.
  • Process Management: Good at figuring out the processes necessary to get things done, knows how to organize people and activities, understands how to separate and combine tasks into efficient work flow, knows what to measure and how to measure it, can see opportunities for synergy and integration where others can't, can simplify complex processes, gets more out of fewer resources.
  • 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.
  • Building Effective Teams: Blends people into teams when needed, creates strong morale and spirit in his/her 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.
Required Skills


  • Good interpersonal skills with an outgoing friendly positive attitude. 
  • High school diploma or equivalent preferred.
  • Solid quantitative skills to understand store financial performance and operating statistics. Must have the ability to reconcile sales, prepare reports and read technical manuals.
  • Able to handle multiple priorities while performing quality work in an efficient manner with minimal supervision.
  • Able to work required hours which includes weekends and holidays at any store assigned by management within reasonable distance from home store. 
  • Minimum of a 3 year's management or leadership experience in the automotive field  while participating in all phases of the operations preferred but not required
  • Bilingual in English and Spanish preferred but not required  

Physical Activities Required to Perform Essential Functions:

  • Standing, walking, bending, climbing, and stretching are required outside in the weather for extended periods during the day.
  • Manual dexterity to handle tools and the ability to move 50 pounds. 
  • Vision must be sufficient to perform job functions safely.

Supervisory Responsibility: This position will manage/direct the selection, training, development, appraisal and work assignments of exempt and non-exempt professionals (Mangers/Supervisors) and non-exempt hourly employees.

Job Conditions:

  • Exposure on a regular basis to outdoor weather conditions.
  • Periodic exposure to minimal chemical hazards.

PLEASE NOTE: The above statements are designed to outline the functions and position requirements of this job.  It does not identify all tasks that may be expected, nor address the performance standards that must be maintained.

All U.S. applicants must be 18 years of age or older and all Canada applicants must be 16 years of age or older.

Schnitzer Steel Industries, Inc. participates in e-verify for all U.S. new hires.

Schnitzer Steel Industries, Inc. administers a pre-employment drug screen and background check for U.S. new hires.

All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.

As an Equal Opportunity Employer, Schnitzer Steel Industries, Inc. does not discriminate on the basis of race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state or federal law.