Walmart Canada · 1 day ago
(USA) Team Manager Developmental
Plano, TX
Full-time
Onsite
Entry, Mid Level
$62K/yr - $84K/yr
1+ years expWalmart Canada is a well-known retail company, and they are seeking a Team Manager Developmental. This role involves leadership accountability and ensuring adherence to company guidelines while managing cash office operations and fostering team engagement.
DeliveryRetailShopping
Responsibilities
Leadership Accountability
Leadership roles carry additional responsibility to ensure we are following company guidelines at all times
As leaders, we are expected to model the right behaviors and hold ourselves and others accountable
Integrity & Control Execution
Front end controls must be executed with consistency, discipline, and integrity
We cannot put ourselves or the company in a position of risk due to shortcuts, forgetfulness, or lack of follow-through
Asset Protection & Risk Prevention
We must never open ourselves up to opportunities for theft or shrink due to poor processes or decisions
This includes:
Handing off access to live locks
Opening cages and leaving them unattended
Allowing untrained associates to organize, add item numbers, or work restricted areas
High-Dollar Merchandise Handling
If a cage is open, a member of management or leadership must be present at all times with the associate
High-dollar merchandise must be:
Put away promptly
Not left overnight
Not ignored or delayed
Process Discipline & Urgency
We must make a consistent, intentional effort to get things done timely and correctly
Delays, shortcuts, or “we’ll get to it later” cannot be the standard
Key Control Expectations
Leadership is responsible for:
Properly checking keys in and out
Securing and returning keys correctly
Following key control process every time without exception
Leadership Standard
We must recognize that as leaders in this building:
We are held to a higher standard
We cannot allow errors due to inattention, convenience, or lack of urgency
Execution and accountability are not optional
Cash Office Training & Development – Expectations & Next Steps
Upcoming Best Practice Training Session
On Tuesday, January 13 at 8:30 AM, a Best Practice Manager will be on-site to help facilitate additional cash office training
This session is designed to:
Address any gaps
Answer any outstanding questions
Reinforce proper processes and expectations
Ensure full confidence in execution of the role
Pre-Work Expectations
I expect you to submit any questions, concerns, or topics you would like covered before the session so we can prepare in advance and make the training as effective as possible
Expected Outcome of This Training
At the conclusion of this session, I expect you to:
Be comfortable and confident executing the cash office role
Have clarity on the process and expectations
No longer feel that you “can’t do” this part of the job
Execute consistently and correctly without hesitation
Consistency, Ownership & Communication
There is an expectation of:
Consistency in completing cash office duties
Stronger teamwork between you and your peers
Clear and immediate communication when discrepancies or issues arise
Cash Office Standards – Cleanliness & Organization
The cash recycling room must be maintained at a top-tier standard at all times:
Clean
Organized
Free of clutter
Well maintained and professional
Current observations that must be corrected:
Paperwork scattered across desks
Boxes and coins left out
Loose coins behind machines
Overall inconsistent organization
This is a business-critical, controlled environment it is not optional to keep it clean and organized
High-Dollar Merchandise Handling
High-dollar merchandise should not be left in the cash office longer than absolutely necessary ideally no more than a few hours
There must be greater urgency around getting this merchandise secured in the lockup cages
Reminder:
Not everyone has access to live locks
The merchandise team will assist with securing high-dollar merchandise when needed
Control & Access Reminder
Access to secured areas and live locks must follow policy at all times no exceptions
Front End Recognition & Awards – Communication & Engagement
Appreciation for Leadership Effort
First, I want to thank you for your leadership and engagement in helping build awareness around our challenges and goals
Commitment to Better Communication
Going forward, we will do a better job of:
Communicating to you and the associates when recognition and celebrations are coming
Making sure achievements and wins are visible and acknowledged
Making Recognition More Visible & Intentional
We will talk about wins and achievements more consistently in:
Daily huddles
Morning meetings
Afternoon meetings
Team meetings
Leadership meetings
Celebrating Success Publicly
We will:
Take pictures during celebrations
Post them in Microsoft Teams
Display them in the break room
This is to:
Show appreciation
Build engagement
Strengthen morale across the club
Culture Expectation
Recognition and celebration will be a consistent part of our culture not just something we do occasionally
Leadership Development Feedback – Management Role Discussion
Purpose of This Conversation
I want to be very transparent and direct so we can all understand and what to improve on
This feedback is intended to be:
Honest
Development-focused
Supportive of your long-term growth
Strengths & Positive Leadership Behaviors
You do a good job of:
Providing the team with information about upcoming plays, challenges, and membership events
Creating awareness and helping the team prepare for events and initiatives
You show strong effort in:
Wanting associates to look professional and represent the club well during events
Raising the standard of appearance and presentation
You demonstrate good engagement by:
Wanting the team to perform together
Posting pictures in the break room
Creating daily themes and helping drive engagement during challenges
These are all positive leadership qualities and show that you care about the business and the team
Key Development Opportunities & Concerns
Perception of Favoritism
There is feedback from associates and peers that some associates feel:
You favor certain individuals more than others
You spend more time with a specific group (for example, coffee breaks or bringing treats for only part of the team, going on lunch or breaks)
Whether intentional or not, perception matters in leadership
Even if this is not your intent, some associates feel it is unfair
Associate Relations & Respect
There have been associates who have come to leadership expressing concerns about:
How they are spoken to
Feeling disrespected at times
Feeling treated unfairly
As leaders, we are held to a higher standard in how we communicate and how we make people feel
Execution vs. Process Discipline
You have shared before that:
You tend to overthink
You rush to get results
There are times when:
The full process has not been allowed to play out
Behavior or performance issues were addressed too quickly or without full follow-through
Following Leadership Direction
There have been times when:
Leadership has provided direction
It’s unclear whether you fully agreed or fully understood
The execution ended up going in a different direction than what was aligned
Standards & Basic Leadership Expectations
There are some basic standards that must be consistent for any leader, including:
Following dress code policy at all times
Practicing the 10-foot rule consistently
These are foundational leadership expectations, and consistency here matters
Why This Impacted the Promotion Decision
When we consider someone for a management role, we look at:
Consistency
Trust
Fairness
Emotional intelligence
Ability to follow direction
How they are perceived by the team
Right now, the gaps in:
Associate trust
Consistency
Perception
And process discipline
Created concerns about readiness for the next level
Development Message
This is not a “no forever.”
This is a “not yet” based on:
Current behaviors
Current consistency
Current perception
If these areas improve, this absolutely can be revisited
Relationship Building, Communication & Professional Maturity
It is critical at the leadership level that you:
Build strong relationships with your leadership team
Partner with them, rather than unintentionally pushing them away or isolating yourself
Leaders who grow are leaders who:
Seek feedback
Ask questions
Clarify direction
Communicate openly when something doesn’t make sense or doesn’t feel right
There is also an opportunity to:
Get all the facts before drawing conclusions
Communicate before assuming intent
Avoid operating based on perceptions that may not be accurate
Sometimes we:
Feel a certain way about a situation
Or believe something is happening
When in reality, it may not be true or may not even exist
Leadership requires:
Emotional control
Maturity
And the ability to verify, clarify, and align before reacting
When concerns or frustrations come up, the expectation is:
Bring them forward
Talk them through
Don’t let them turn into assumptions, distance, or disengagement
Qualification
Required
2 or more years of college; OR 1 year's retail experience with 6 months' supervisory experience; OR 2 years' general work experience and 1 year's supervisory experience; OR 1 year's SAM'S Club experience; OR 3 years' military experience
Preferred
Environmental Compliance or related field
Retail profit and loss statement management experience
Supervisory experience
Warehouse experience with cold chain compliance
Benefits
Health benefits include medical, vision and dental coverage
Financial benefits include 401(k), stock purchase and company-paid life insurance
Paid time off benefits include PTO, parental leave, family care leave, bereavement, jury duty, and voting. You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable.
Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
Live Better U is a company paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.
Company
Walmart Canada
Walmart Canada is a subsidiary of Walmart that operates a chain of more than 400 stores nationwide. It is a sub-organization of Walmart.
10001+ employees
Funding
Current Stage
Late StageRecent News
Canada NewsWire
2025-12-18
Canada NewsWire
2025-12-03
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