Job Type: Full Time
Function: Loss Prevention
Address: Greater Toronto Area
Working Model: Hybrid
Vacancy Status: This position is for an existing, open vacancy
Ready for a career glow-up? As a
District Asset Protection Manager for the Southwestern Ontario region, you'll implement strategies to reduce shrink through operational effectiveness. The work you do will directly impact the customer experience and store performance. You'll manage a team that's united in beauty, supported by those who are equally as passionate about asset protection and creating a safe and seamless store experience.
What You'll Do:- Develop, implement, and execute effective asset protection strategies aimed at reducing shrink, with a particular focus on High Shrink stores. Analyze asset protection activities and shrink performance to identify areas requiring improvement. Collaborate with store and Field Leadership Teams to identify and address shrink issues with appropriate action plans
- Oversee and execute store evaluations (Operational Excellence) and Asset Protection Programs
- Conduct training sessions for employees and leadership teams on shrink awareness and asset protection, including strategies to deter and address shoplifting and internal theft.
- Ensure store compliance by management and employees, with all asset protection and operational procedures established to protect company assets
- Investigate all indications of internal dishonesty, fraud or criminal acts in accordance with established procedures. Utilize exception-based reporting systems, CCTV and the internal investigations team to develop cases.
- Interview internal employees and secure admissions in line with company guidelines. When appropriate, develop investigative cases with a view to criminal prosecution.
- Directly responsible for ensuring that all store asset protection systems and programs, including CCTV, alarms and locks are fully operational, regularly maintained and properly utilized
- Recruit, manage and develop Asset Protection Partners and Asset Protection Team Leads. Conduct regular team meetings and one-on-one sessions to foster growth and development of objectives
- Establish and maintain strong relationships with various field partners, including District Managers and Human Resources
- Collaborate with relevant teams to ensure a smooth execution of Physical Inventories conducted annually or bi-annually in stores.
- Conduct comprehensive root cause analysis for each store before and after inventory to evaluate the results and provide a clear understanding of the store's shrink. Develop plans to reduce shrink year over year
What You'll Bring:- Minimum 3-5 years of progressive asset protection/loss prevention experience in a multi-unit retail environment
- Strong management and leadership skills required to effectively collaborate with store management employees, and other cross-functional teams
- Proven track record of handling sensitive asset protection issues ethically, demonstrating a commitment to proactive loss prevention and team building
- Understanding of criminal and civil law as it applies to the retail environment
- Strong written, verbal, interviewing, listening and interpersonal communication skills
- Exceptional organization, analytical and auditing skills
- Capability to formulate plans, policies or procedures in a clear and concise manner
- Able to travel routinely within assigned district. Travel requirement is approximately 80% of the job and includes local and out of town travel locations
- Proficiency with computer technology including asset protection applications, MS Office (Excel, Word, and PowerPoint; Access is helpful) and store systems.
- Formal training and certification in Wicklander-Zulawski interview techniques
- Able to work in a fragrance-filled environment
- Bachelor's degree preferred, or equivalent experience
The compensation ranges between
CAD$87,900.00 - CAD$98,300.00 Additionally, you may be eligible for performance-based bonus opportunities, a competitive benefits program, and robust learning and development initiatives aimed at promoting employee support and recognition. The final pay offered will depend on various factors, including but not limited to the actual qualifications and experience of the individual, and any additional non-discriminatory, legitimate business factors relevant to the position and/or location.
