Inventory Control Lead

Discover your next chapter at the nation's oldest drugstore chain! We have been Northwest grown for 130 years and counting.

If you want to make a difference, Rite Aid is the right place.

While Rite Aid is big, it still feels small - you and your work are never lost in the crowd. You know the leaders, and they recognize your impact. Teams are tightly knit and agile. Small groups, courageous enough to meet our goals in new ways. You can take your work, your team, or your business to the next level without being slowed down by a ton of process or layers of approval. For anyone with intent to grow, you can reinvent yourself in a new role or take on a new challenge while helping us reinvent Rite Aid and innovate our industry.
Wherever you work in the Rite Aid family, your diverse perspectives and fierce commitment enable us to deliver on the promise of 'whole health for life' for communities around our country.
And that makes the biggest difference of all.

Job Summary
The Inventory Control Lead is an integral position within the DC operation. They must lead their team by example and assure the accuracy of all inventory from the time the product enters the DC, it is put away, stocked, replenished, and ultimately shipped to the store. The incumbent is also required to perform all tasks in observance of our brand and strategy and adhere to our core values and service attributes.
Responsibilities
General Schedule: Monday - Friday
Hours: 5:00 AM - 1:30 PM
Pay: $22.86+ per hour

Provide communication and guidance from management to departmental associates regarding pace of production and volume updates to ensure timely and efficient completion of daily production following department-set standard work.
Assist in the training and development of associates in the department.
Working with members of management to determine if associates need additional training and feedback in their role.
Assist associates in the department with completing assigned tasks so that all deadlines are met.
Assist with creating associate work schedules to ensure that there is adequate coverage in the department.

Qualifications

Education Level

Area of Specialization (Marketing, Finance, Pharmacy, Engineering/IT, etc)

Required or Preferred

H.S. Diploma or General Education Degree (GED)

Required

LICENSES/CERTIFICATIONS

Licenses/Certifications

Other/List/Reason

Required or Preferred

KNOWLEDGE, SKILLS AND ABILITIES

Knowledge, Skills and Abilities

Required or Preferred

Ability to work overtime when necessary.

Required

Ability to operate Material Handling Equipment if required by department.

Required

Full English language fluency as applied to writing reports and correspondence, public speaking, and reading and interpretation of complex documents.

Required

Interpersonal skills with respect to giving direction, conflict management, and influencing others.

Required

Proficiency in Microsoft Office Suite (Excel, Outlook, Word)

Preferred

WORK EXPERIENCE

Experience

Areas of Experience (Pharmacy, Compliance, E-commerce, Retail, etc)

Required or Preferred

6 months of experience

Six (6) months experience in assigned department or equivalent combination of education and experience from related departments or companies.

Required

QUALIFICATION REQUIREMENTS

Language Skills

Ability to read and interpret documents, such as safety rules, general business periodicals, operating and maintenance instructions/procedure manuals. Can speak effectively to customers. Able to type, prepare, copy, file, and keep records.

Mathematical Skills

Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions, and decimals. Able to compute rate, ratio, and percent, and to draw, and interpret bar graphs. Ability to apply concepts of basic algebra and geometry and trigonometry.

Reasoning Ability

Ability to apply common-sense understanding to carry out detailed written or oral instructions. Ability to deal with problems involving a few concrete variables in standardized situation.

SCOPE

Freedom to Act

Ability to accomplish work with moderate supervision. Follow established and detailed directions. Work is reviewed for accuracy and overall adequacy.

Problem Complexity and Problem Solving Timeframes

Ability to provide resolution to problems that are readily identifiable with limited scope and are resolved in accordance with standard practices, procedures, applications or routines. Problem/Task resolution timeframe: The majority of tasks typically take one to two days to resolve.

Impact

Failure to achieve results or erroneous judgments may require the allocation of additional resources to correct and / or achieve goals.

Contact with Others

Contacts are primarily within the department or function with occasional cross-functional interfaces. Some limited external customer contact on routine matters.

Fair Chance Act

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Pursuant to the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Pursuant to the California Fair Chance Act, we will consider qualified applicants with a criminal history. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if we identify a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the Civil Right's Department Fair Chance Act webpage.

For more detailed information around city/state required notices, click here to access a list of disclosures.

New Jersey Law Against Discrimination (LAD)

The New Jersey Law Against Discrimination (LAD) prohibits unlawful employment discrimination based on an individual's race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy), familial status, marital/civil union status, religion, domestic partnership status, affectional or sexual orientation, gender identity and expression, atypical hereditary cellular or blood trait, genetic information, liability for military service, and mental or physical disability (including perceived disability, and AIDS and HIV status).

Indiana Applicants:

It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

Maryland Applicants :

Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a polygraph examination or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.

Massachusetts Applicants :

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

EEO Statement

Rite Aid is an equal opportunity employer and is committed to cultivating a diverse work environment where individual differences are appreciated and respected. It is our policy, through responsible management, to recruit, hire, train, and promote associates regardless of their race, color, national origin, religion, sex, sexual orientation, disability, age, or any other basis protected by state or federal law. The objective of this policy is to ensure conformity with the principles of equal opportunity employment when making employment decisions and administering compensation, benefits, transfer, and social and recreational programs. Rite Aid prohibits unlawful retaliation against any person who reports harassment or discrimination.
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