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Open nowPosted 81 days ago

Airports - District Team Lead

wirelessdna110 open roles

Where
6301 Silver Dart Dr, Mississauga, ON L5P 1B2, Canada
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Your applicationOpen nowAirports - District Team Leadwirelessdna · 6301 Silver Dart Dr, Mississauga, ON L5P 1B2, Canada

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  4. 14.3%14 days
  5. 33.7%30 days
This job: posted 81 days ago

The posting

Position Summary

Wireless DNA is Canada’s largest exclusive Rogers authorized dealer, operating retail and airport locations across the country. We are seeking a driven, growth-oriented District Team Lead to manage our  Airports district. This is a leadership role reporting to the District Manager. The District Team Lead owns the performance, growth, and operational integrity of WDNA’s airport portfolio across Western Canada. Beyond running a high-performing district, this leader is accountable for expanding our airport footprint while building a strong bench of store leaders and delivering a premium customer experience in a fast-paced, high-traffic, high-turnover travel-retail environment. Success in this role is measured across four outcomes: sales and profitability, new-location performance, people leadership and retention, and operational and compliance excellence.

Key Responsibilities

Sales Performance & Profitability (P&L Ownership)

Own the district P&L: Own the district P&L; set, forecast, and deliver against sales, margin, and profitability targets for all airport locations in Western Canada. Sales strategy: Build and execute district-level sales strategies that grow activations, hardware, accessories, and value-added services while protecting margin. Targets to action: Translate targets into clear store-level KPIs and hold Store Managers accountable for results through structured business reviews. Labour productivity: Optimize staffing, scheduling, and labour costs against passenger traffic patterns and peak travel periods.

People Leadership & Talent Development

Build the team: Recruit, onboard, coach, and develop Store Managers and frontline Sales Representatives to deliver strong leadership and sales performance. Retention focus: Drive retention in a high-turnover travel-retail context through proactive onboarding, early-tenure support, and a positive, growth-oriented team culture. Pipeline & succession: Partner with the People & Culture team to design and deliver training, succession plans, and a leadership pipeline for the district. Structured reviews: Conduct formal performance reviews at three (3) months, six (6) months, and one (1) year, anchored on measurable outcomes including customer satisfaction, employee engagement, and reduced turnover. Develop & correct: Identify capability gaps, create targeted development plans, and take timely corrective action where standards are not met.

Operational Excellence & Compliance

Operational standards: Ensure all locations adhere to WDNA and Rogers operational standards, brand guidelines, and best practices through purposeful, high-intensity store visits. Dealer compliance: Safeguard compliance with Rogers dealer requirements, including identity validation and authorized account-handling procedures, with zero tolerance for violations. Controls: Maintain inventory accuracy, loss-prevention discipline, cash and asset controls, and adherence to airport security and access protocols. Risk escalation: Proactively flag operational, legal, and compliance risks to the CEO and relevant corporate partners.

Customer Experience

Experience standard: Set and uphold a premium customer-experience standard across all customer-facing roles in the district. Measurable improvement: Assess current service capability, build measurable strategies to improve customer satisfaction, and embed service excellence into daily routines.

Store Expansion

Launch execution: Lead end-to-end new-store launches — buildout coordination, staffing, training, merchandising, and go-live — ensuring each location ramps to profitability on plan. Scalable model: Establish repeatable playbooks and standards so new locations open consistently and scale efficiently.

Qualifications & Experience

Experience: Minimum 4-5 years of progressive retail management experience, including a minimum of 2 years in a multi-unit Manager (or equivalent) capacity. Commercial track record: Demonstrated ownership of a sales and P&L target across multiple locations, with a track record of delivering growth and profitability. Analytical ability: Strong analytical and budgeting skills with the ability to interpret financial reports and act on the numbers. Communication: Superior verbal and written communication and sound, decisive decision-making. Leadership: Excellent leadership, interpersonal, coaching, and organizational skills. Education: Post-secondary education in Business, Retail Management, or a related field preferred. Availability: Willing and able to travel frequently across the district and to work evenings, weekends, and statutory holidays as the business requires.

Core Competencies Strategic & commercial acumen  •  Growth and expansion mindset  •  Accountability for results  •  Talent development & coaching  •  Operational discipline  •  Customer obsession  •  Integrity & compliance  •  Resilience in a high-paced environment   Wireless DNA Inc. is an equal opportunity employer committed to a diverse, inclusive, and accessible workplace. Accommodations are available on request throughout the recruitment process.

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