Regional Operations Director Jobs in Rio Rancho, NM

Overview

Job Summary

The prime responsibility of the Regional Manager is to work with the Store Managers to ensure that each manager has the skills/tools necessary to create optimally functioning and profitable stores which are operated in accordance with company philosophy. Additionally, the Regional Manager position assists Store Managers in enforcing and following company policies and to create unity and standards of quality/product presentation among the stores. Responsible for supporting the Director of Operations in developing and driving the overall successful operations of our stores through continued profitability and uniform adherence to company policies and procedures.

Applications are accepted by the date below, which may be updated if the hiring timeline is extended.

08/26/2026

Responsibilities

Primary Responsibilities

• Work with Store Managers to drive the sales and profitability of each store and the Region. Partner with Home Office functional/departmental experts where and when appropriate.
• Ensure all stores are merchandised in an awe inspiring manner.
• Ensure stores are delivering high levels of customer service.
• Inspect order management and stock levels.
• Develop programs to drive average check.
• Help Store Managers get involved in local communities.
• Increase customer counts.
• Inspect and discuss shrink.
• Discuss and monitor labor management and scheduling.
• Conduct monthly P&L reviews.
• Partner with HR and Director of Operations to drive Succession Planning efforts within the Region.
• Monitor and drive staffing levels for Region.
• Track and evaluate store-by-store manpower utilizing tools developed by HR and Director of Operations.
• Focus on internal development to lower turnover, increase morale, improve efficiency, and improve customer service.
• Identifies, trains, and promotes store employees who have career goals with the company.
• Partner with HR on external hiring needs, processes and guidelines.
• Partner with HR and participate in panel interview processes for Store Managers and Assistant Managers within the Region.
• Monitor and evaluate turnover levels within the Region. HR to develop turnover tools and tracking methodology.
• Discuss all management moves with Store Managers. Approve all Assistant Manager and Store Manager promotions within the Region
• Partner with Home Office Training Department and lead the training efforts within the Region.
• Monitor all Store Manager and Assistant Manger training.
• Work with Store Managers to insure that all training expectations and accountabilities are being followed in the stores.
• Through the use of Succession Planning and Training tools, ensure bench strength is being developed within each store and the Region.
• Trains new Store Managers, as needed, as they assume responsibility for their store.
• Ensures that all new Store Managers work and become knowledgeable in all departments in their store (including a thorough working knowledge of the Vitamin Department).
• Manage basic operations.
• Cleanliness.
• Customer greeting.
• Customer education (ex. supplement education on sales floor).
• Customer follow-up.
• Customer departure acknowledgment.
• Safety.
• Employee and customer safety.
• Customer complaints/relations forwarded by Home Office Customer Service Department.
• Disciplinary actions in partnership with Home Office Human Resources department.
• Home Office derived training and programs follow-up.
• Regularly scheduled store visits.
• Attends staff meetings at the stores as needed to provide additional input and training.
• Drives programs and processes.
• Conducts store inspections on a regular basis. Reviews results with Store Manager and management team.
• Reviews MMR with Store Manager.
• Maintains performance dashboard/report card developed by Director of Operations and CFO.
• Drives performance review and merit increase processes for Store Managers in accordance with Home Office policy.
• Discusses performance review and merit increase processes for store employees with Store Managers to ensure they are following Home Office policy.
• Drives incentive compensation processes in accordance with Home Office policy.
• Drives and manages inventory processes.
• Follow-up on Home Office derived programs, processes, policies, and SOP's.
• Partner with Human Resources to drive and manage disciplinary processes.
• Discipline for Store Managers.
• Ensures Store Managers are holding associates accountable.
• Required to attend all Hotline trainings.
• Works with various Home Office personnel, including store support and product coordinators, to make the stores successful.
• Communicates store support needs, including training.
• Solicits feedback regarding the performance of store management.
• In conjunction with the Director of Operations, schedules home office staff out to stores and provides them with specific tasks and duties to achieve.
• Acts as a communication liaison between Home Office and the stores where appropriate.
• Regional Manager should be the first point of contact for Home Office when help is needed to solve an issue in a store; Regional Manager needs to hold Store Manager accountable.
• Communicates with Home Office for regional support requests and requirements.
• Attend store level meetings whenever possible.
• Communicates with DO and Home Office when required.
• Provides Regional updates at all MAP meetings.

Although this is a general outline of job responsibilities all employees are expected to be ''hands on'' and do whatever it takes to get the job done and make the company thrive.

Leadership and Professionalism

• Managers and directors are expected to be professional at all times and provide appropriate leadership for the staff and the company. Leader effectiveness requires treating people decently while at the same time successfully motivating them toward high performance in their work. One without the other doesn't work.
• Managers and directors are expected to demonstrate positive and calm communication with staff at all times.
• When discussing an issue with an employee, managers and directors must carefully choose when, where, and how to best discuss the issue in order to maintain professionalism and confidentiality. Performance and personnel issues should only be discussed in the manager's office, not in front of other employees, customers or vendors (unless an employee in a management position is acting in the capacity of a witness).
• Managers and directors are expected to show the highest level of respect and integrity in their day-to-day actions with employees and outside contacts.
• Managers and directors are expected to conduct themselves with the highest level of integrity, responsibility, and excellence. As a representative of the Company to our employees and our professional vendors, leaders are expected to represent Vitamin Cottage as a just, fair, respectful, caring, compassionate, and honorable company.
• Managers and directors are expected to be leaders in the workplace, setting the standard of excellence required through their job performance and professional demeanor. It is expected that leaders will hold employees accountable and do so in a manner which is in line with the highest standards of professionalism and respect.

Qualifications

Qualifications

• Minimum of 1 year of experience as an NGVC Store Manager
• Must have viable succession plan for your current Store Manager position approved by Operations
• Must be willing to travel regionally as needed.

This job description is not an employment contract. It does not guarantee a job or that the above listed duties are the limit of responsibilities. The job and job description are subject to change with and without notice. Employees are required to accomplish any and all tasks assigned to him/her by company executives that may not be listed in this job description.

Here’s an overview of the benefits we offer our good4u Crew to help ensure the health and wellbeing of you and your family, now and well into the future:

All Crew Members

• Birthday Bonus Pay
• Vitamin Bucks (up to $2,080 earned as store credit annually)
• Holiday Pay for 5 Holidays – Stores Closed
• Paid Time Off (sick days and vacation) that Increases with Tenure
• Paid Nutrition Education
• good4u Crew Member Discount
• {N}power Program (customer appreciation and rewards program)
• Regular, Scheduled Pay Increases
• Advancement Opportunities and Career Development
• Health and Wellness Program
• Employee Assistance Program (EAP)
• Employee Referral Program

Full-Time Crew Members (30+ hours/week)

• Medical, Dental and Vision Insurance
• Paid Parental Leave
• Paid Medical Leave (through company paid short-term disability insurance)
• Company Paid Short-Term Disability Insurance
• Company Paid Life Insurance
• Voluntary Benefits Including Hospital Indemnity, Accident Insurance, Long-Term Disability Insurance, Term Life Insurance
• Retirement Savings Plan (401k) with discretionary Company Match
• Healthcare and Dependent Care Flexible Spending Account (FSA)
• Health Savings Account (HSA) with Company Match

Diversity Statement

At the heart of Natural Grocers' commitment to our community and crew is this belief: All people should be empowered to experience health and wellbeing! We cannot be true to this conviction without honoring diversity and cultivating inclusion throughout every aspect of our organization.

At Natural Grocers, we honor our differences, embrace diversity, and cultivate inclusion because both individual and societal health are rooted in these principles. Our Crew is diverse not only in gender, race, ethnicity, sexual orientation, religion, abilities, and age but also in cultural backgrounds, thoughts, and ideas. Celebrating our diversity refreshes, expands, and shapes our perspective, energizing our mission of equitable access to health and wellness for all. We welcome everyone who would like to join us in this mission, with gratitude for the unique life experience each person brings to the table. We’re committed to nurturing an ecosystem of diversity and inclusion in which our Crew can continue to thrive.

Physical Capabilities and Environmental Demands:

N = Never

O = Occasional; 1-33% of time

F = Frequent; 34-66% of time

C = Constant; 67-100% of time

Physical Requirements:

• Must have the ability to constantly lift or carry up to 10 lbs., frequently lift or carry 11-20 lbs., and occasionally lift or carry 21-50 lbs. Must also have the ability to occasionally lift or carry 51-100 lbs. with a team lift.
• Must have the ability to frequently push or pull up to 15 lbs. and occasionally push or pull 16-100 lbs.
• Must be able to occasionally use the computer for data entry and use of mouse.
• Must be able to constantly walk, stand, use fine motor manipulations, grip, bend, twist, turn, and reach outward for the duration of the work shift.
• Must be able to frequently to reach above chest.
• Must be able to occasionally sit, squat, kneel, and climb as needed.

Environmental Requirements:

• Must be able to frequently work with sharp tools and equipment, dust, fumes, and congested worksite.
• Must be able to occasionally work with noise, cold, heat, wet, humid, outside, heights, and contact stress.