Store Manager (Banashankari)

About Aramya Our vision is to build some of the world’s most loved fashion and lifestyle brands — and enable people to express themselves.

With a fast-moving team driven by creativity, technology, and customer obsession, we’re building a movement that celebrates every woman’s unique journey. We’re well funded, with $12M raised from marquee investors like Accel, Z47, and industry veterans.

Our first brand, Aramya, launched in 2024, achieved ₹40 Cr in revenue in its very first year, powered by a proprietary supply chain, in-house manufacturing, and data-led design. Today, we’re operating at a ₹200 Cr ARR and scaling fast.

About the Role :

We’re seeking a highly responsible, driven, and hands-on Store Manager to lead one of our fashion retail stores.

The ideal candidate is a strong owner with excellent people skills, capable of overseeing daily operations while ensuring an exceptional customer experience.

In this role, you will be responsible for driving sales performance, managing inventory, developing and coaching your team, and upholding the highest store standards. You should thrive in a fast-paced, rapidly evolving startup environment and bring the energy, initiative, and leadership needed to elevate both your team and the store’s results.

Key Responsibilities :

Maintain stock levels above 95% availability and limit discrepancies to less than 1%.

Lead the team in achieving daily and monthly sales targets, AOV, UPT, and NPS goals.

Maintain store appearance : clean, organized, steam-ironed garments, functioning trial rooms, etc.

Ensure all staff are in uniform, well-groomed, and wearing name badges.

Conduct daily morning and closing huddles to track performance and motivate the team.

Plan staff rotation and weekly offs carefully, ensuring operational balance.

Refresh stock regularly and ensure timely scanning and display.

Resolve customer and employee issues calmly and professionally.

Ensure mystery audit scores are above 80% (especially in Q2).

Limit team attrition to below 15% annually by fostering a positive work culture.

Create a roster that aligns with team strengths (e.G., don’t schedule SM and biller off on the same day).

Report and escalate any maintenance or operational issues proactively.

Train and develop the team regularly based on individual strengths and weaknesses.