Employee Management Responsibilities:

Actively recruit & interview for staff and other necessary positions per franchisee criteria. Schedule a minimum of 1 group interview per month and schedule consistent weekly interviews. Ensure all daily operational checklists are prepared weekly/daily for monitoring including but not limited to: Daily Open/Close Checklist, Daily Marketing Checklist, Daily Sauna Safety Protocol Checklist & Daily Cleaning Checklists. Adhere to strict hiring processes set forth by franchisee and company, HOTWORX Franchising (HF) best practices, including, but not limited to requiring resume submissions, providing pre-employment package to prospective employees, executing initial interviews, 2 interviews, and final group interviews, as well as assigning projects to the prospective new employee as part of interview process. Train all Trainer Sales Associates according to HOTWORX® training material and programs. Ensure all employees are fulfilling required training and certifications as outlined in their job descriptions and as required by HOTWORX®

FRANCHISING, LLC

for their respective positions. Track all new and existing employees training to ensure all are up to date with HOTWORX®

UNIVERSITY

online courses, webinars and other training applications. Create and maintain a monthly staff schedule at least one week prior to the beginning of each month to include all training objectives, staff meetings, marketing and outside or inside promotion initiatives as well as equipment maintenance events. Set, communicate and monitor individual sales goals for all employees on a monthly, weekly and daily basis using measurements tools provided by HF and HOTWORX® POS software. GM should communicate results and action plans clearly and often to staff and franchisee as requested. Hold all employees accountable for executing sales prospecting responsibilities and non-negotiable marketing. Monitor efforts and document them in prospecting logs and other tracking forms. Monitor the closing percentage and percent to goal of all employees and discuss action plans to continuously improve performance using Individual Development Plans at least once per month. All staff should be aware daily of their closing percentages and where they stand with respect to personal and team monthly goals! Provide creative ideas to keep the employees motivated and focused on meeting and exceeding goals. All incentives and pay increases must be discussed with and approved by the franchisee before communicating with employees. There should be creative quarterly incentives such as trips, nights out with staff (paid for by the studio), cash, etc., and these should be set up, clearly communicated and deployed prior to each quarter! The Studio should always strive to be the top performing location in the entire company. Develop agendas for all employee meetings and training. Complete a Performance Evaluation on all employees after the first 30 and then 90 days of employment. Perform quarterly then annual evaluations after 90 days of employment based on adherence to and execution of their job description and goals. Communicate with and meet daily with the Franchisee & management team prior to weekly staff meetings to collaborate on agendas and discussion topics. Submit payroll bi-monthly to Franchisee for approval and then to payroll company for the 10th and the 22nd payroll periods. Production for the 16th-end of the month for the previous month is paid on the 10th and production for the 1st-15th of the current month is paid on the 22nd. Once approved by franchisee, report payroll information to payroll processor.

Pay:

$19.00 - $25.00 per hour Expected hours: 35.0 - 40.0 per week

Benefits:

401(k) 401(k) matching Employee discount Flexible schedule Retirement plan Shift availability: Day Shift (Preferred)

Work Location:

Hybrid remote in Columbia, MD 21045