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Director Of Store Operations Jobs in Michigan (NOW HIRING)

EPIC Health

Director of Operations-FQHC

Hamtramck, MI · On-site

$150 - $200/hr

As we grow our Federally Qualified Health Center (FQHC) footprint, we are seeking a strategic and hands-on Director of Operations to lead, optimize, and scale our FQHC operations. This is a high ...

Daxton Hotel

Director of Hotel Operations

Birmingham, MI · On-site

$150 - $200/hr

We are seeking a seasoned and results-driven Director of Luxury Hotel Operations to oversee the strategic and day-to-day management of our prestigious hotel. As a key member of our executive team ...

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Director Of Store Operations information

See Michigan salary details

$19.6K

$88.6K

$161.2K

How much do director of store operations jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director of store operations in Michigan is $88,566.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,700.00 and $104,600.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a director of store operations?

To excel as a Director of Store Operations, you need extensive retail management experience, a strong understanding of inventory control, and a relevant bachelor's degree in business or a related field. Familiarity with POS systems, ERP software, and data analytics tools is typically required, along with certifications in retail management or project management being advantageous. Exceptional leadership, strategic thinking, and communication skills help drive performance and foster a positive store culture. These abilities ensure operational excellence, consistent customer experiences, and achievement of business goals across multiple locations.

What are some common challenges faced by a director of store operations, and how can they be effectively managed?

As a Director of Store Operations, you may frequently encounter challenges such as ensuring consistent execution of company standards across multiple locations, managing diverse teams, and adapting to rapidly changing retail trends. Effective management involves establishing clear communication channels, leveraging data-driven decision making, and fostering a culture of accountability and continuous improvement. Building strong relationships with store managers and cross-functional departments is also crucial for aligning goals and implementing successful operational strategies.

What is the difference between Director Of Store Operations vs Store Manager?

AspectDirector Of Store OperationsStore Manager
ResponsibilitiesOversees multiple store locations, develops strategies, manages regional teamsManages daily store activities, supervises staff, ensures sales targets are met
CredentialsExperience in retail management, leadership skills, often a bachelor's degreeRetail management experience, customer service skills, high school diploma or higher
Work EnvironmentCorporate office and multiple store locationsIn-store environment, direct interaction with staff and customers
Industry UsageCommon in large retail chains and corporationsFound in retail stores of all sizes, especially in single locations

The main difference between a Director Of Store Operations and a Store Manager lies in scope and responsibilities. The Director oversees multiple stores and strategic planning, while the Store Manager focuses on daily store operations and staff management. Both roles require retail experience, but the Director's role is more strategic and broad in scope.

Is a director of store operations a high position?

A director of store operations is a senior management role responsible for overseeing multiple store locations, implementing policies, and ensuring operational efficiency. It is considered a high-level position within retail or hospitality organizations, often requiring extensive experience and leadership skills.

What does a director of store operations do?

A director of store operations oversees the daily functions of retail stores, including managing staff, ensuring sales targets are met, maintaining customer service standards, and implementing company policies. They analyze performance metrics, develop strategies for improvement, and coordinate with other departments to ensure smooth store functioning.

What are the most commonly searched types of Of Store Operations jobs in Michigan?

The most popular types of Of Store Operations jobs in Michigan are:

What are popular job titles related to Director Of Store Operations jobs in Michigan?

For Director Of Store Operations jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Director Of Store Operations jobs in Michigan look for?

The top searched job categories for Director Of Store Operations jobs in Michigan are:

What cities in Michigan are hiring for Director Of Store Operations jobs?

Cities in Michigan with the most Director Of Store Operations job openings:

Director Of Store Operations jobs near you

Director of Restaurant Operations

Buddy's Pizza

Farmington Hills, MI • On-site

Full-time

Re-posted yesterday

Buddy's Pizza rating

7.3

Company rating: 7.3 out of 10

Based on 10 frontline employees who took The Breakroom Quiz

Job description

Director of Operations — Buddy's Pizza

Reports To: Chief Executive Officer Direct Reports: 2 Area Coaches + Operations & Loss Prevention Manager (3 direct / ~892 team members across 14 full-service restaurants) Dotted Line: Brand and operating standards across the carry-out portfolio Location: Detroit Metro, MI — on-site, with regular travel across the footprint Employment Type: Full-Time, Exempt.

The Role

Buddy's Pizza invented Detroit-style pizza in 1946. Our 14 full-service restaurants are where the brand lives — and we are a legacy brand in an operating turnaround, with a mandate to restore four-wall profitability and guest experience before we grow.

The Director of Operations owns the performance of those 14 restaurants and roughly 892 team members. You lead the two Area Coaches who run the east and west territories and the Operations & Loss Prevention Manager who protects the business.

The job has three parts, and all three are real:

Run the business. Sales, four-wall profit, guest experience, and standards across 14 full-service restaurants — dining room, bar, kitchen, and catering.

Rebuild how we deploy labor. Our labor model exists, and it is not yet right. Making it right is a named deliverable of this role, not a background hope.

Install the operating discipline underneath both — and hold it there after the enthusiasm wears off.

This is a full-service job, and we mean it. Dining rooms, bars, servers, and table turns are the work, not a side note!

What You'll Own

Restaurant P&L. Sales and four-wall EBITDA across 14 restaurants. Comparable sales on our DOW-aligned methodology, food and labor to model, and a plan that closes the gap between our best and worst buildings.

The Area Coach team. Develop and hold accountable two coaches carrying seven restaurants each. Set their cadence, review their store visits, calibrate how they assess GMs, and make sure a standard means the same thing in both territories.

The labor model. Validate and rebuild the staffing matrix by position, section, and daypart. Drive forecast accuracy, deploy against the real demand curve, and hold schedules to model — with service scores holding. A labor model that saves money and breaks Friday night is a failed labor model.

Talent readiness. Every management seat filled and every key role carrying a named successor who knows they're it. Hiring runs against a plan, not against a resignation, and new managers are trained to a standard rather than handed off to shadow whoever's working.

Speed to execution. Every initiative has an owner and a date. Communication reaches the crew, not just the management group chat. You course-correct mid-week instead of discovering it at period end.

Performance that's never a surprise. Every leader knows where they stand. Underperformers have a documented coaching trail, top performers have a documented recognition trail, and goals are written, dated, and inspected. Your coaches diagnose before they coach — skill gap, will problem, or a barrier in the way are three different jobs.

A predictable weekly rhythm. Orders, counts, schedules, and one-on-ones land on the same day every week. Compliance work is never late. A restaurant can run a good week without its GM in the building because the week is designed, not improvised.

Guest experience. From the door to the check — wait management, ticket times, table turns, bar execution, and service recovery.

Loss prevention. Lead the Operations & Loss Prevention Manager on discounts, voids, comps, cash and bar handling, and inventory variance. Own the discount policy end to end.

Standards across formats. On a dotted line, own the brand and operating standard in the carry-out restaurants as well — one standard for what a Buddy's looks like, whoever runs the P&L.

How You'll Be Measured

  • Comparable sales and four-wall EBITDA, by unit
  • Labor cost and hours to model; forecast accuracy; on-time schedule posting
  • Cost of goods and inventory variance
  • Guest-experience and pizza-quality scores, by store
  • Discount, void, and comp rate; loss-prevention exceptions closed
  • Management turnover, vacancy days, and successor coverage
  • Rollout speed in the field — an owner and a date on every initiative

Required Qualifications

  • Multi-unit leadership. 8+ years in multi-unit restaurant operations, including 3+ years leading multi-unit leaders — Area/District Managers, Area Coaches, or equivalent
  • Full-service depth. You have run dining rooms with a bar, servers, and table service at volume. A purely QSR or fast-casual background is not a fit for this seat
  • P&L ownership. A full-service portfolio with a track record of improving four-wall profitability, not just holding it
  • Developing people through other leaders. Managers you promoted, bench you built, successors who were ready
  • Performance-management mechanics. Written goals, documented coaching and recognition, and a consistent escalation path run with HR
  • Restaurant data fluency. POS reporting, labor forecasting, guest-feedback platforms, and BI dashboards
  • Compliance knowledge. Wage-and-hour and tipped-employee rules, food safety, and alcohol service regulation
  • In the restaurants. This is a field job with an office, not an office job with field visits — regular travel across metro Detroit, including nights and weekends
  • Education. Bachelor's degree, or equivalent operating experience


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