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Cosentino's Store Hiring Manager in Prairie Village, Kansas

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Store Hiring Manager




Store Hiring Manager


Store Management


Full Time


First / Day Second / Afternoon Third / Night

Req #:


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Date posted:

May 4, 2021


3901 W. 83rd Street

Prairie Village, KS, 66208, US

Job category:

Store Management

Job link:

This is a traveling position! Candidates must be able to drive to any Cosentino's location in the greater Kansas City Metro (both in Missouri and Kansas). Full-Time, benefit-eligible, hourly position!

Position Objective:To facilitate the recruiting and hiring, and coordinate the training and onboarding of new employees for Stores. Working from a base home store, the Store Hiring Manager is responsible for all of the hiring efforts for a group of Cosentino’s Store locations. The Store Hiring Manager works in partnership with the corporate HR Department, to provide HR support to store employees and Management.

Reporting Structure: This position formally reports to the corporate Human Resources Department.

Status:This is a non-exempt (hourly) position.


The following is a list of any certifications, formal education, or training requirements for this position.

Essential Knowledge

  • Prior Recruiting / Interviewing / Hiring experience in a Retail environment.

  • A minimum of 2 years of management or supervisory experience in a food service, retail and/or grocery store setting.

  • A valid driver’s license is required.

  • Must have personal, reliable transportation to get to assigned stores and events.

  • A minimum of 2 years of continuing education in a business or HR related field of study.

  • Ability to multitask, and to work independently under minimal supervision.

  • Available to work a varied schedule from week to week, including some evenings and weekends.

  • Exceptional Customer Service and problem solving skills.

  • Excellent communication skills, both verbal and written.


The following is a list of the basic skill requirements for this position.

Essential Job Functions

  • Communicate with Store Management on a regular basis, to determine staffing needs.

  • Post open positions on the company recruiting portal.

  • Attend Job Fairs and Hiring Events.

  • Partner with local schools (Community Colleges, Universities, High Schools), as well as Employment Agencies, to utilize their career services or job boards for posting openings.

  • Partner with Corporate HR to post employment advertising in local newspapers.

  • Partner with Cosentino’s Social Media Specialist to advertise events and staffing needs on Social Media sites.

  • Monitor company recruiting portal on a daily basis, to source candidates for open positions in your designated Stores.

  • Partner with Corporate Directors, when interviewing candidates for key Department Management openings, or for positions requiring specific certification or training (i.e. Cake Decorator, Meat Cutter, etc.).

  • Partner with District Manager when Store Management candidates are identified.

  • Coordinate and set up interviews with selected applicants.

  • Make Job Offers, and facilitate the pre-employment testing processes.

  • Facilitate New Hire Paperwork completion.

  • Communicate information on New Hires to Store Management.

  • Coordinate Orientation dates, and required Training Dates (i.e. Cashier Training, Deli/Bakery Training, etc.)

  • Follow up with new hire in first 30 days, to assess quality of onboarding, and to be of assistance in the onboarding process.

  • Demonstrates the strong verbal and interpersonal skills necessary for positive customer and peer interactions.

  • Demonstrates the basic math and reading skills required for the position.

Non-Essential Job Functions

  • Demonstrates an understanding of each department’s policies, practices, and procedures.

  • Maintain open communication with the Store Director regarding any issues identified with the onboarding process.

Physical Abilities

The following physical movements could potentially be part of any scheduled shift and employees will be expected to perform these actions while on duty.

Essential Abilities

  • Reaching overhead with both arms up to a maximum of 84 inches, twisting at the waist and lifting objects with both hands weighing up to 30 lbs.

  • Pushing and pulling grocery items to the proper locations as needed, up to a peak force of 40 lbs.

  • Standing and walking for long periods of time on tile, asphalt, concrete or other hard surfaces.

  • Occasionally lifting and carrying up to 60 lbs.

  • Bending and squatting, at times all the way to floor level.

  • Able to work in colder conditions of the grocery coolers and freezers.

Non-Essential Abilities

  • Climbing a ladder, possibly up to 15ft.

Core Competencies

The following is a list of overall competencies identified for this role. This profile is based on the necessary knowledge, skills and abilities for the position.

Visionary Leadership

  • Conveyspassionand enthusiasm in the leadership role and is a catalyst for action, change, and innovation for others in the workplace.

  • Is clear and consistent when communicating the organization’s mission, vision and values so that every individual understands his/her role in the bigger picture.

  • Inspires and motivates others to achieve the milestones that will lead to both individual success and company growth.

  • Able to look beyond daily operations and identify higher level issues and possibilities for the future state of the organization.

  • Effectively communicates the importance of the organizational vision to build a sense of commitment, loyalty, and direction for others.

Operational Results

  • Consistent focus on bottom lineresultsand operational excellence in all day-to-day activities, processes, and procedures.

  • Can be counted on to deliverresultsthat are of the highest operationalintegrityand consistently meets or exceeds operational standards.

  • Is knowledgeable of and capable of utilizing all available tools, technology and other resources to achieve the desired result in the most cost effective and time efficient manner.

  • Demonstrates an understanding of business management concepts, but also has the skills and follow through to successfully strategize and implement the plans developed from these concepts.

  • Able to anticipate potential threats to the business strategy and demonstrates an agile problem solving capability in order to maneuver around those challenges.

Managing the Workplace Environment

  • Promotes a workplace environment that encourages respect, professionalism, open communication and is free from discriminatory and/or harassing behavior.

  • Encourages appropriate workplace relationships that facilitate high morale, cohesive teams, and a motivating workplace environment.

  • Demonstrates unwaveringintegrity,trustworthiness, and ethical behavior in dealings with others.

  • Asks everyone to take ownership for their work, to be accountable for the outcome of their efforts, and to take pride in their contributions in the workplace.

  • Ensures credit is given to team members and encourages public recognition of a job well done through both formal and informal recognition programs.

  • Injects energy, a sense of urgency, and a strongservicementality into the workplace environment.

  • Demonstrates effective conflict resolution techniques and supports others in utilizing these strategies as needed to maintain a productive working environment.

  • Shows no tolerance for gossip, undermining, or other sabotaging behavior that can deteriorate productivity and morale.

Quality Decision Making & Sound Judgment

  • Makes quality decisions in a timely manner.

  • Exercises sound judgment and independent thinking in order to make decisions, even when under pressure or when dealing with ambiguous situations.

  • Quickly considers all pertinent aspects of a situation when making a decision while still avoiding “paralysis by analysis”.

  • Can anticipate pros and cons of a decision and foresee possible consequences of a decision, choice, or action.

  • Able to make decisions based on both short-term and long-term outcomes.

  • Recognizes when it is appropriate to seek input from outside sources (i.e. HR or a higher level manager).

Maximize Team and Individual Performance

  • Committed to growing the skills, knowledge and experience of all team members through various forms of ongoing training and development.

  • Able to break down corporate directives to the store, department, and individual level in order to set clear short-and long-term performance goals.

  • Committed to the long-term success of the company through active succession planning, including identification, growth and retention of top talent.

  • Provides effective coaching and feedback that promotes both individual and team development.

  • Engages in performance management through timely delivery of performance evaluations.

  • Is active in the recruiting, interviewing, and coaching processes in order to hire and retain top caliber employees.

  • Acts as a motivator in order to inspire others to achieve top performance and exceed expectations.