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Team: Retail Management, Coach Korea
Title: Area Manager
Reports to: Senior Manager, Retail Management, Coach Korea
Primary Purpose of Retail Area Manager
The Retail Area Manager is the regional owner of retail business performance, responsible for managing and optimizing the regional store portfolio including sales, KPIs, new user acquisition, and workforce structure.
This role defines business issues, shapes strategic solution directions, and drives business process improvement while leading Multi Store Managers through Multiplier Leadership to elevate overall leadership capability and execution quality across the region.
Key Responsibilities
Regional Business Ownership
- Accelerate area growth through entrepreneurial mindset
- Own and manage the regional store portfolio, including sales, KPIs, new user acquisition, and workforce structure
- Define and frame critical regional business issues through performance and execution analysis
- Ideate solution directions using strategic thinking rather than tactical fixes
Business Process Improvement
- Lead business process improvement initiatives across stores and field operations
- Identify inefficiencies and execution gaps in operating models, routines, and processes
Multiplier Leadership & GM Capability Enhancement
- Develop Multi Store Managers through Multiplier Leadership to amplify leadership impact
- Owns area‑level people strategy, talent pipeline, and leadership capability, including the design of GM assessment, development, and succession frameworks.
- Defines standards for consistent people management, operating practices, and service leadership across the area.
- Identifies high‑potential talent and leadership gaps at area level and aligns people priorities with business strategy.
- Sets direction for capability building and training priorities, ensuring scalability and long‑term organizational health
Product & Merchandising Strategy
- Partners with Product teams to define optimal area‑level product mix direction, maximizing stock productivity and sell‑through
- Reviews product performance through a portfolio and structural lens to identify gaps, risks, and opportunities
- Decides what to carry, where to flex, and why, in alignment with regional strategy
VM & Training Strategy Oversight
- Defines what good looks like in VM and Training at regional level and evaluates impact on business performance.
- Define direction and priorities for regional Lite / Micro Training
Core Competencies
- Entrepreneurship, strong growth mindset, Grit
- Open mind, agility and pro-active planning
- Strategic and analytical business thinking, well-organized work attitude
- Field-centric leadership and strong execution judgment
- Capability to multiply leadership through others
- Process optimization and continuous improvement mindset
Understand and lead created VM floor set and Training program
Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Tapestry is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under the consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.
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