Assistant Store Manager in Ashford

Radley have been proud architects of luxurious British handbags and accessories for over 25 years. Known for our leather expertise and enduring quality, we expertly blend iconic design and exquisite craftsmanship with exceptional value.

Our London HQ is home to our in-house Design team, who are inspired by the natural world, luxurious fine leathers and the remarkable women who wear our bags. Each design is then responsibly made by our family-run manufacturing partners, in the expert hands of three generations of artisan craftspeople.

We\’re looking for an Assistant Manager who will motivate, inspire, train and develop their team to deliver EXCELLENCE in everything they do.

You will lead your team to deliver exceptional customer experience and create a selling culture that makes the Radley customer return time and time again.

You will be able to demonstrate an entrepreneurial spirit and be commercially astute, showing creativity and inspirational directive in managing your own business unit.

As an Assistant Manager, you should regard your position as partnering your Store Manager, offering your manager the required support to enable the store to function smoothly and with great success.

Key Responsibilities

Delivering an exceptional customer experience and being an ambassador to your team and the brand

Sales and KPI focused and delivering growth

Commercial acumen through effective best sellers, floor walks and money mapping

Achieving EBITDA target and accountable for the profitability of the store through managing costs

Growing store traffic through local marketing and store events

People Mgmt.: recruitment / training /development / coaching / supporting Store Manager

Actively building relationships with key contacts across the business

Supporting Store Manager in stock allocation and control including preventing stock loss

Skills & Experience

Great coaching and leadership skills

Ability to remain calm under pressure

Adept in dealing with people issues

The ability to impact and influence business decisions

Experience with Power BI to analyse performance

Communication: the ability to convey information clearly to internal and external stakeholders.

Microsoft 365 experience (Word, PowerPoint, Excel, Outlook, Teams, SharePoint).

Benefits & perks

Performance-based incentives

Generous staff discount on Radley products

Opportunities for professional development & training

Enhanced annual leave (incl. holiday buy)

Sickness Pay

Life Assurance Cover

Virtual GP

Healthcare Cash Plan of up to c.£900 per year

Employee Assistant Programme

Wellbeing App (Thrive)

Company Bonus

Time in Service Rewards

Sample Sales

Special Occasion Gifts

Cycle to Work Scheme

Electric Vehicle Scheme

Season Ticket Loan

At Radley, we strive to create, promote and live an inclusive culture. We\’re committed to social equity and actively work to make impactful changes across our business to become diverse and celebrate one another\’s differences. We encourage a supportive and open environment for anyone that steps through our doors at our Service Centres, Distribution Centre and Stores.

We know that diversity in a business only makes it stronger, so our People team are clear on how to conduct an inclusive recruitment campaign. Our job posts always go through a gender-bias decoder before going live, we will always consider alternative inclusive job boards, and we will remain open to considering flexible working options. We won\’t ask for specific qualifications unless it\’s absolutely critical to the success of the role and we already actively participate in external schemes to bring in future talent from diverse backgrounds. We are #Proudtobe Radley.

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We\’re proud to offer a competitive and ahead-of-the-curve remuneration and benefits package, some of which we share here. If you are shortlisted as having the skills required for this role then we\’ll openly share our salary banding with you ahead of moving forward to the next stage. For some time, we have actively stopped asking candidates their salary expectations at interview where it isn\’t necessary to do so, we want to pay an individual for the job based on their experience and ability and not limit some groups who may undervaluing themselves.

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