C-Store and Big Box Senior Director of Retail Operations and Operations Support
Career Overview
This candidate’s career spans over three decades in retail operations leadership, moving from store-level management into multi-district leadership, division-level vice president roles, and most recently senior director-level corporate operations support positions. Experience covers both field leadership over hundreds of retail locations and corporate oversight of operations systems, continuous improvement, and process efficiency initiatives. Career history includes extensive tenure in both convenience retail and big-box retail environments
Candidate has relocated multiple times throughout the Midwest and the Rockies with employers to align with expanded functions and career growth
Accomplishments
Achievements include leading the integration of over 50 divergent operational processes and platforms to complete post-acquisition integration. Designed and implemented a comprehensive labor model with a labor standard repository and new workforce management system for 852 locations. Projecting first year labor savings to exceed $9 million to plan. Reduced store labor expenses by millions while increasing sales through workload-based labor allocation models. Developed KPI-driven performance metrics directly tied to store incentive plans, ensuring operational metrics aligned with financial goals and efficiency targets. Directed corporate-level continuous improvement projects to process map work flows and find efficiencies that lead to quick wins and long-term fixes. Maintained workforce stability in competitive markets by proactively adjusting compensation to retain top performers. Consistently developed leadership talent internally, promoting multiple direct reports into director-level positions. Developed scalable and repeatable processes for store and kitchen hours of operation, 24 vs. non-24 hours of operation and leadership staffing models by volume.
Roles and Responsibilities
Led continuous improvement, operations efficiency, and rebranding teams across two corporate support centers. Oversaw operations systems, processes, and KPI structures for more than 850 retail locations spanning 21 states, supporting over 14,000 team members and $2.8 billion in annual sales. Responsibilities included labor modeling, task management digitization, operational communication strategies, integrating labor standards into workforce planning and store device eco-system planning.
In a prior vice president role, oversaw operations support for over 400 locations, managing labor and expense budgets, implementing workforce management platforms, and developing competitive KPIs and incentive plans. As a division Vice President, managed 163 locations in three states, opened 50 new stores, and led a turnover reduction initiative that decreased hourly employee turnover by 4,200 basis points over three years. Earlier in big-box retail, managed multi-district operations with up to 2,500 employees, covering food, pharmacy, HR, and general operations with P&L responsibility for up to $523 million in annual sales.
Areas of Expertise
Expertise includes multi-unit retail operations leadership, post-acquisition integration, large-scale rebranding, labor modeling and workforce management, KPI alignment with incentives, continuous improvement and process optimization, budget management, cost reduction strategies, talent development, succession planning, new store openings, building scalable operations, and market entry strategy.
Management Style
Leadership style is structured, data-driven, and people-focused. Emphasizes operational discipline, clear performance expectations, and alignment of incentives with desired behaviors. Known for building scalable systems and efficient processes while fostering accountability. Prioritizes developing leaders from within, encouraging collaboration across departments, and proactively adapting to market and competitive changes.
Compensation Expectations
Desired total compensation is approximately $300,000, with flexibility in how base salary, bonus, and long-term incentives are structured.
