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Area Manager Job Description

How to Hire an Area Manager

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Area Manager Job Description

Area Managers drive company sales by ensuring that the stores within their region operate efficiently.

We are hiring an Area Manager to direct and observe the functions of a cohort of stores. As Area Manager you will be required to develop business plans, monitor sales and ensure adherence to company procedures. You should also encourage the provision of uniform service by the stores under your supervision.

To succeed as an Area Manager, you should be able to allocate your time and energy in an effective manner, such that all stores derive benefit from your expertise. Ultimately, an exceptional Area Manager will promote collaboration between our stores to encourage a semblance of community, and to boost sales.

Area Manager Duties and Responsibilities

  • Previous experience as an Area Manager for stores of a similar size.
  • Expert knowledge of pertinent financial and employe tracking software.
  • Valid driver’s licence.
  • Capacity to lead with poise and conviction.
  • Ability to devise relevant and innovative strategies.
  • Strong supervisory, interpersonal, and collaborative skills.
  • Excellent verbal and written communication.
  • A voice of reason, especially in trying circumstances.
  • Training in Management, Finance, or Sales is preferred.

Area Manager Skills and Requirements

  • Evaluate existing operations and developing appropriate strategies.
  • Train Store Managers in, effective sales and supervisory techniques.
  • Monitor sales across stores to cheque that quotas are met.
  • Create and communicating sales targets at regular intervals.
  • Detect, investigating, and remedying discrepancies in sales across stores, if required.
  • Set and implementing performance standards across all stores.
  • Ensure that employees observe company protocols.
  • Collaborate with other Area Managers to ensure that operations are consistent across the board.
  • Travel to stores to conduct your duties on-site, and manage as needed.
  • Inform your Manager of progress and pitfalls on a regular basis.
  • Previous experience as an Area Manager for stores of a similar size.
  • Expert knowledge of pertinent financial and employe tracking software.
  • Valid driver’s licence.
  • Capacity to lead with poise and conviction.
  • Ability to devise relevant and innovative strategies.
  • Strong supervisory, interpersonal, and collaborative skills.
  • Excellent verbal and written communication.
  • A voice of reason, especially in trying circumstances.
  • Training in Management, Finance, or Sales is preferred.

How to write an Area Manager Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write an Area Manager job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Area Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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