PRIMARY OBJECTIVES

HAVE FUN, MAKE MONEY, CONTRIBUTE WISELY

Lead an effervescent and effective team strategy that contributes to RUBY’s strategic objectives, makes our team excited to come to work, and delivers Rubettes the ultimate customer experience

Understand when to advise, guide, facilitate, manage or execute

Work collaboratively as part of the RUBY Exec team to deepen understanding of the key functions all departments, and the corresponding team requirements

Lead company-wide training strategy, including ongoing adoption of technology best-suited to RUBY

Grow and upskill team members in management positions, ensuring equitable treatment and exciting development of their teams

Maintain and finesse all frameworks, processes and resources for the full employment life cycle

Champion for company culture, and connection to wider community

Ensure positive resolution in complex situations

Utilise financial and market knowledge to craft plans that are best-fit for the organisation

Oversee maintenance and development of RUBY HQ space, ensuring it is exciting and welcoming to all team members, and provides the right space and environment for team members to be effective in their roles

Maintain good processes to ensure physical spaces and sensitive data are secure, and RUBY meets its Health and Safety obligations specified in New Zealand law

SPECIFICALLY

LEADERSHIP

• Self-awareness, reflection and improvement
• Show curiosity, thoughtfulness, empathy and joy
• Hold a clear vision of what the IRL team can be, and strive towards that
• Communication
• Build strong relationships – departmentally and interdepartmentally – and collaborate effectively
• Pragmatism and adaptability
• Professionalism and confidentiality

TEAM STRATEGY

• Deeply connect with the purpose of RUBY, and ensure it is always apparent to all team members
• Understand and carefully maintain team structure, crafting adjustments as required, ensuring all functions can operate fluently
• All team members aware of, and engaged with, potential progression pathways
• Guide, or execute, recruitment for all roles, maintaining easily accessed and applied guidelines to ensure right people, right roles, and in line with company strategy
• Lead succession planning, team development and representation & equity strategies
• Facilitate interdepartmental communication pathways that are clear and effective
• Ensure connection between retail and RUBY-based team members is strong
• Utilise internal feedback systems (for example Team Buzz survey, weekly goals tracker) to gather insights on how team members are, and teams are operating

ULTIMATE RUBETTE EXPERIENCE

Customers must feel that they can trust:

1. Their RUBY experience will be a joyful one

2. The person they are interacting with has excellent product knowledge

3. Consistency across all channels (marketing, IRL, site)

4. Product is in impeccable condition, and rubynz.com stock holding is accurate



ADVISE, GUIDE, FACILITATE, MANAGE, EXECUTE

Using experience and intuition, based on the level of task, understand when to:

Advise – typically to the General Manager, Board or RUBY Exec
Guide – sounding board through the process
Facilitate – create framework, train on its useage
Manage – create framework, delegate execution and ensure successful delivery
Execute – complete the task


AS A RUBY EXEC

• Active communication and collaboration
• Develop, debate and implement key strategic projects
• Talent spotting and team development
• Identify risks, seek out glimmers
• Take charge of volatile situations
• Be the eyes in the back of the other Exec’s heads
• Prepare for, and attend, monthly Exec Meetings

TRAINING STRATEGY

Lead company-wide training calendar
Ensure active engagement relevant to roles
Training progresses work towards meeting RUBY’s strategic goals


MANAGER GROWTH

Ensure all people in management positions are adequately equipped perform their management duties (as outlined, for example, in RUBY Encyclopaedia, Manager’s Handbook and New Zealand law)
Provide support to managers as required


EMPLOYMENT LIFECYCLE

Guardian and communicator of all RUBY team policies and expectations, for example:

• RUBY Encyclopedia
• Manager’s Handbook
• Rubette’s Handbook
• RUBY Dictionary

Finesse and maintain easily accessed and applied guidelines for:

• Recruitment
• Induction
• Reviews
• Exiting
• Goal setting
• Performance Management
• Disciplinary
• 
  

Ensure full team buy in on:

• Standard Month
• Rules
• Flow Time
• Cycles
• Business states

Evaluate standard employment documentation templates, ensuring they meet standards as set out in New Zealand law, for example:

• Individual Employment Agreements
• Employment variations
• Parental Leave

Manage the pristine collation of:

Individual staff files
All Employment Lifecycle documentations


COMPANY CULTURE AND COMMUNITY CONNECTION

• Toolbox
• Wellbeing
• Social Club
• Club Rubettes
• Events
• MFNZ

POSITIVE RESOLUTION

• Performance management, disciplinary, formal complaint processes
• Change management processes (including restructures)
• Interpersonal conflict resolution
• Provide advice, support and counselling to staff with grievances or career issues
• Utilise external networks (EAP provider, legal advice) where required

FINANCIAL AND MARKET KNOWLEDGE

Continually deepen understanding of:

New Zealand employment and retail market, and the factors that cause it to change

• New Zealand employment law
• Direct and indirect competition
• New Zealand economy, and global influences
• The changing ways customers interact with clothing companies
• The effect of changing team strategy to overall RUBY performance

HEALTH, SAFETY AND SECURITY

Oversee processes to manage protection of sensitive company information, and RUBY’s health and safety obligations required by New Zealand law
Alarm and access systems


EXPENSE MANAGEMENT

Relevant expense budgets effectively utilised and spending kept within agreed budgets