Private Label Manager is responsible for the design and production of products for private labels. Develops merchandising strategies, budgets, sales targets, and profit objectives. Being a Private Label Manager ensures that the label meets sales and profit goals. Requires a bachelor's degree in area of specialty. Additionally, Private Label Manager typically reports to a head of a unit/department. To be a Private Label Manager typically requires 4 to 7 years of related experience. Contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. (Copyright 2024 Salary.com)
The Wasserstrom Company is the leading Food Service Distributor in the nation. Established in 1902, we are a family owned company with our headquarters in Columbus, Ohio. We have an opening for a Category Manager at our Corporate office. This position will be responsible for identifying opportunities for sourcing products from suppliers, improve service levels and provide products at a more profitable rate. The Category Manager will also work with the sales teams to help customers with sourcing requests and cost savings. Previous Sourcing and Buyer experienced professionals are welcome to apply! This position is open due to business growth and potential.
Duties & Responsibilities Include:
Requirements:
We offer a competitive compensation and benefits package, including medical, vision, dental, 401(k), profit sharing, and immediate accrual of paid time off.
For employment consideration, please complete our online application at www.wasserstrom.jobs.
EOE AA M/F/Vet/Disability We are an Equal Opportunity Employer and will give consideration to all applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability.
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)