Distribution Center Warehouse Supervisor

Our values start with our people, join a team that values you!

Bring your talents to Ross, our leading off-price retail chain with over 2,200 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on‑trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience.

As part of our team, you will experience:

• Success. Our winning team pursues excellence while learning and evolving.
• Career growth. We develop industry‑leading talent because Ross grows when our people grow.
• Teamwork. We work together to solve the hard problems and find the right solution.
• Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA; we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

Supervises activities of regular associates and temporary workers. Assesses production schedules and labor‑hour requirements for completion of job assignments. Adheres to company policies and procedures to ensure compliance. Enforces safety regulations. Evaluates and assesses production methods, performances and efficiency for improvements and/or changes. Prepares and administers associate performance evaluations. Determines time and production standards and maintains records. Must have a “can‑do,” “make‑it‑happen” attitude.

This is demonstrated by displaying the ability to use perseverance and initiative in order to ensure top performance, quality and service to our stores. Responsible for developing and maintaining an open, engaging labor relations environment which remains issue free.

• Manage hourly team to ensure timely and accurate processing and distribution of merchandise to stores
  • By effectively using the MAP (Managing Associate Performance) process, train, assess, motivate, coach, and evaluate associates in all areas of job duties using established methods and standards.
  • Ensure rapid, accurate movement and processing of merchandise using established engineered methods and standards.
  • Organize and prioritize daily work orders and staffing needs to meet production goals.
  • Responsible for accuracy/quality of work for all assigned regular & temp associates.
• Responsible for creating an effective team culture which recognizes individual and team performance, while maintaining an issue‑free environment in a demanding work environment.
  • Establish and maintain strong working relationships with other Area Supervisors, DC Operations Management, and all support departments.
  • Conduct daily huddle meetings to communicate important daily events & priorities.
  • Assist with the coordination of associate training/meetings for subjects such as safety, human resources, new process orientation, and other subjects as conditions necessitate.
  • Enforce policies/procedures and safety regulations, providing appropriate constructive & positive consequences to team for managing safe working behaviors.
  • Conduct corrective action meetings regarding job performance, attendance and behavior with associates, in compliance with company policies and procedures, including the separation process when direct reports are to be separated from employment.
• Utilization of HR Services by:
  • Using provided resources and tools, refer or answer non‑exempt questions re: payroll, benefits, policy, who to contact
  • Support required HRS investigations; engage with necessary parties for initial fact‑findings, document findings and elevate to HRS using email template
  • Write and administer corrective actions and non‑exempt separations.
  • Contact HRS regarding any accommodation issues as they arise
  • Follow HRS Management Reference Guide for compliance with…