Job Description:

Goodwill of Southwestern Pennsylvania is a nonprofit organization that funds job training, education, and other community programs by selling donated clothing and household items in Goodwill stores and online. We offer life-changing work on a mission-minded team. We are 1,000 working as one and each of us is essential to helping our community thrive. For three years running, Goodwill has been named to Forbes’ list of America’s “Most Inspiring Companies”.

We offer a wide range of career opportunities ranging from entry-level to management in retail, human services, and administrative fields. Learn more about working at Goodwill. You can help. We can show you how.

As a Team Leader at Goodwill, you would have the opportunity to learn how to run a retail store! This is a great role to kick start your career in management, by being a part of a management team. In this role, you will learn the each role and how to mentor and teach new employees how to succeed. If you have strong leadership skills, and want to put them to the test the Team Leader might be the perfect fit for you!

Duties will also include but are not limited to:

• Assist the management team with the responsibilities of the day-to-day activities and operation of a retail store.


• Provide leadership and direction to staff, program participants, donors and customers, while ensuring that production and quality goals and standards are achieved.


• Maintain and promote a clean and safe work environment.

External Hiring Range: $14.95 up to $15.85/hour

Retention Bonus: $500 after 60 days of employment. 

Travel Required:  Yes, occasional local travel.

Qualifications: 

• 
  
  
  
  • 6 months of experience in management, supervising, or leading groups required.
  
  
  • 
    Internal Candidates will be considered with - 6 months of experience working at Goodwill required.
  
  
  
  

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Retail

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