Director of Operations — Beacon Retail Group

## Mission Bring quality everyday essentials within walking distance of every neighborhood we serve. ## Vision 500 stores by 2030, each one indispensable to its community. ## Core Values - Customer first, every visit - Operator-led stores - Lean and disciplined - Local relevance over national uniformity - Long-term thinking

COO is sponsor. Board approved Apr 28. Existing regional managers know the search is happening.

The candidate who has never been a store manager. They will manage from the spreadsheet and the regional managers will run circles around them.

Director of Operations, Beacon Retail Group Reports to: COO Location: Field based, with regular travel across our six states Direct reports: 4 regional managers, 1 operations analyst About Beacon We run 38 neighborhood stores selling quality everyday essentials across six states. We grew fast in 2025. The stores are in the right places. The way we run them has not caught up, and we are carrying operational debt from that expansion. The role You own operations for every store. The goal is a 14% same store sales lift over the next 18 months, with store managers who stay and new stores that pay for themselves quickly. You lead through the four regional managers, and you spend real time in the stores. What you will own - Store operations across all 38 locations and the P&L that comes with them - Developing, hiring and, when needed, replacing regional managers - The labor model, built around peak hours in each store - Inventory and shrink control - The new store ramp playbook, from opening day to break even - The weekly operating dashboard the COO, regional managers and store managers all use You will love it here if you are: - A former store manager who still thinks like one - More useful in a store at 6pm on a Friday than in a conference room - Someone who sees store manager turnover as an early warning, not a statistic What you will not be doing: - Picking new store sites. You will shape the ramp plan, not the real estate decision. - Running merchandising or buying. You will work closely with that team, but you do not own it. Requirements - Has led operations across 25+ retail locations in more than one state - Has owned a P&L of $40M or more - Has hired and let go regional or district managers - Has run a store as a store manager at some point in your career Compensation Base $175k to $200k. Bonus up to 25% tied to same store sales, store manager retention and labor cost. Equity. Full benefits. If interested Send a short note about a group of stores you turned around. Tell us what you changed first, and how the store managers took it.

30 days. Store visits in every market. Walk every region. Sit with store managers during peak and close. Ride trucks. Name the one operational issue that shows up in every market. 60 days. Labor model redesign. Regional manager 1:1s, every one. Rebuild the labor model around peak hours, not corporate-set targets. Get the four RMs to sign off. 90 days. Same store sales plan. Plan approved by the CEO and CFO. Three regional pilots launched. Tracking weekly on the same dashboard everyone sees. 6 months. First pilot data, first wins. Pilot stores show at least 4% same-store-sales lift vs control. Operational debt backlog cut in half. Two store-manager-led process improvements rolled out chain-wide. 1 year. The chain runs on one system. +14% same-store-sales achieved. Store manager retention at 85%+. Labor model is a live document the RMs own. Next-year expansion plan signed by the board.

Where: Targets, Marshalls, REI, Lululemon district managers. Avoid: pure HQ ops people.

Round 1: Recruiter + COO. Round 2: store visit + working session. Round 3: 2 regional managers + 1 store manager.

Two former direct report regional managers. One former store manager.

Standard offer. Negotiation room on equity and bonus structure.

For ops leaders the counter is usually scope, not cash. We pre empted by including the new market expansion in the role.

Day 1 store visit in the worst performing market. Day 2 the best.

30/60/90 review with the COO. Same store sales trend visible by day 60.

9 to 11 weeks end to end.

Standard 11 touch sequence. Most close on touch 7.