Pay: $0 per year - $90000 per year
At Great Wolf, the Director of Retail & Attractions brings joy to families by leading the retail, attractions and entertainment teams to success. This role exists to build excellent teams, train and coach pack members to reach their potential as they facilitate fun and memorable experiences for our guests. This position exists to execute the retail, attractions and entertainment strategies and SOPs, draw performance insights out of trend analysis/business KPI's/operational observations, develop lodge action plans based on those insights and measure results to adjust strategy as appropriate.
Essential Duties & Responsibilities
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Responsible for the daily operation of all retail areas including gift shops and attractions
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Oversees all merchandising functions including store display and design, inventory, tracking and analyzing, merchandise purchasing, par levels and pricing, merchandise/materials sourcing. Manages staff of managers, supervisors, leads, pack members to including interviewing, hiring, scheduling, performance reviews, and corrective action
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Drive employee engagement and ensure employees deliver sales based services by engaging every guest, every time
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Provide training and coaching for team on how to deliver guest experience and revenue results
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Build a comprehensive retail & attractions strategy by outlet ensuring that the strategy aligns with overall corporate strategic direction
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Owns, drives and grows the entertainment function within the lodge focused on character activations, kids activites and family experiences.
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Build and maintain accurate budgets including building framework for annual & five year planning and capital needs at the lodge
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Act as the key liaison & primary point of contact on all retail/attractions related projects, builds, initiatives and ensure budgets and timelines are being adhered to
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Discern insights based in understanding relevant market and guest population trends, key business performance metrics and operational feedback to develop appropriate plans and forecasts for the retail & attractions business by outlet/by lodge
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Partner in developing key retail reporting targeted at deeper insights into what is and isn't driving the retail & attractions businesses and adjusting course as warranted in real time
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Partner extensively with peer team on integration of key initiatives that cross divisions such as Attractions, Food & Beverage, Operations, Rooms, etc.
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Serve as the key point of contact for onsite FEG Arcade manager and assist in communications to corporate on all arcade related issues and performance
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Act as the primary liaison for lodge related retail & attractions technology needs and partner closely with Corporate/lodge IT to deliver the tools and processes required to move the business forward in line with strategy
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Ensure all retail & attractions and entertainment standard operating and preventative maintenance processes are being executed in the lodge
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Assists the General Manager in every day operations of the Resort with scheduled Manager on Duty shifts
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Assures that all Retail and Attractions and Entertainment areas achieve the highest standards in areas of cleanliness, safety, presentation and service
Basic Qualifications & Skills
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Associates degree in Business Administration or a related field, Fashion Merchandising or equivalent experience
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Minimum 5 years of experience in Parks, Resorts and/or Gaming Retail operations management
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Demonstrated experience in leading broad and diverse teams, developing strategy, managing projects/initiatives timelines & ability to manage major initiatives including all capex initiative coordination, project delivery, new resort retail location design
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Strong financial acumen including experience building and managing multi department budgets
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Strong presentation and writing skills with knowledge of PowerPoint, Keynote, MSWord, MS Excel
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Demonstrated organizational skills, attention to detail, and ability to meet deadlines
Desired Qualifications and Traits
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Bachelors degree in Business Administration or a related field, Fashion Merchandising or equivalent experience
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Demonstrated experience working with C-suite executives on strategy communication.
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Demonstrated communication and team building skills
Physical Requirements
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Ability to lift 30 lbs.
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Ability to sit, stand and/or walk for long periods of time
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Ability to bend, stretch and twist
Estimated Salary Range:
$0 per year - $90000 per year annual base salary
An employee’s pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, travel requirements, revenue-based metrics, any contractual agreements, and business or organizational needs. The range listed is just one component of Great Wolf’s total compensation package. Other rewards may include annual bonuses, a Paid Time Off policy, and other perks.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, and for inquiring about, discussing or disclosing compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.
