Job Description
POSITION SUMMARY:
The Merchandising Operations Coordinator will be responsible for tracking and managing merchandising operations, data and sample management for a respective Merchandising Division as well as presenting information to various departments, along with other operational responsibilities.
RESPONSIBILITIES:
New Global Style Master set up into the ERP system (initial colors, sizes, pricing and factory, etc.)
Ensure consistency within the overall structure of the Style Master with a strong knowledge of all required master data components originating from the Development Line Plan and all other sources
Perform and maintain Style Master changes in ERP which include color additions, moving from development or sample season to perpetual inventory, changing status codes and more
Create and maintain the seasonal Development Lineplan (DLP) & templates by category
Maintain the Style set up & Upload templates by Entity
Create and maintain companywide Detailed Bid Specs
Respond to Testing Report requests
Participate in division and product development meetings, Product Creation meetings and ensure accurate data and notes are maintained/published
Creation and maintenance of product sales/marketing tools such as decks and seasonal catalog validation used by company and sales representatives
Assist with the publication of Product Creation timeline reminders to support cross-functional teams to meet data deadlines for Sample Season and Mass Season style setup
Work with Product Data Integrity Manager & Product Managers to coordinate the transmission of accurate data to cross-functional teams - Inventory Management, Marketing, Sales, Forecasting, IT, and Product Development teams
Own the creation and publication of the Monthly Product Blog
Assist Senior Merch Ops Coordinator with Salesman Sample, SMU and TOP sample processes
Perform routine tasks as assigned
QUALIFICATIONS:
To perform the job successfully, an individual should have the following credentials:
Company Description
“We are innovators who make purpose-built gear for life's most demanding missions.” Our ethos defines our culture – Trusted, Responsive, Accountable and Committed. ETHOS: At 5.11 Tactical, everyone has the opportunity to be a leader and perform in an exceptional manner. We strive to uphold our Ethos which defines our culture – Trusted, Responsive, Accountable and Committed. • Trusted Strive to create trust in everything we do, starting with self-trust and relationship trust. We work on the components of integrity, intent, capability and results. • Responsive Listen to the needs of our end-user Professionals, then develop, produce and deliver solutions to their problems. Each of us chooses to be a leader and takes charge of what is within our circle of influence. • Accountable Seek to achieve results with a bias for action. We like to compete and be measured against the most demanding standards to ensure our continued success. • Committed Overcome obstacles to accomplish our goals and support our team members when challenges arise. We complete commitments and seek to ‘over-deliver” relative to expectations. 5.11 Tactical has established itself as the fastest-growing and most well-known brand of tactical apparel, gear and functional products in the world. Through a commitment to operator-led product innovation, quality and compelling value, 5.11 has developed a loyal following among some of the most demanding and discerning end-users of apparel and gear. At our Operations Center in Manteca and Development Center in Irvine, we leverage our deep relationships with Law Enforcement, Special Forces Operators and First Responders to gain unique insights. The results are products that break new ground combining ruggedness, speed, range of motion and ultimate comfort in professional duty, tactical training, adventure, women’s tactical, fitness and industrial professionals. 5.11’s practice is to hire at 18 years of age and older only Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)