Job Description for a Commercial Director of a Retail Chain

Employer name: ____________________

APPROVED
Manager’s position ____________________
Signature ____________ First name and surname ____________________
Date ____________________

JOB DESCRIPTION No. ____________
Place of preparation ____________________

1. General provisions

1.1. This instruction defines the tasks, duties, rights, responsibilities, and working relationships of an employee in the occupation “Директор комерційний” (Commercial Director), code ДК 003:2010 — 1233. The area of work is the commercial operations of a chain of stores. Structural unit: ____________________.

1.2. The employee belongs to the “managers” category and reports directly to the head of the enterprise. The workplace and working schedule are determined by the employment contract and internal work rules.

1.3. The employee is hired and dismissed by an employer’s order on the grounds and in accordance with the procedure provided for by labor legislation. Before starting work, the employee is informed of the work function, working conditions, and this instruction.

1.4. Qualification requirements: complete higher education in the relevant field at master’s or specialist level, and postgraduate education in management. Experience in lower-level managerial occupations: at least two years for a master’s degree holder and at least three years for a specialist degree holder.

1.5. In their work, the employee is guided by the legislation of Ukraine, applicable trade and occupational safety rules, the employment contract, internal work rules, the employer’s lawful orders, this instruction, and approved documents of their unit.

1.6. The employee must know: how to organize the commercial operations of a retail chain; methods for planning procurement, sales, and inventory; contractual and pricing policies; requirements for customer service, financial control, and accounting; and procedures for comparing store data and restricting access to Torgsoft.

1.7. During the employee’s absence, their duties are performed by a person designated by the employer’s order, subject to qualification and work authorization requirements, the employee’s consent, and payment for replacement where required by law. The transfer of duties does not automatically grant access to the accounting system.

1.8. The employee works in the Torgsoft accounting program under their own account and within the access rights granted. They must not share their password or make unauthorized changes to data, and must report errors to the responsible employee. Access to personal data is limited to the performance of work duties.

2. Tasks and duties

2.1. Develops commercial objectives, plans, and budgets for the chain, submits them to the head of the enterprise for approval, and organizes their implementation in the areas under their supervision.

2.2. Coordinates store managers, procurement, and sales within the established structure; sets tasks, deadlines, and responsible persons without taking over the authority of other managers.

2.3. Prepares and implements the agreed assortment and pricing policies, discount rules, and commercial terms. Ensures that they comply with legislation and approved authority limits.

2.4. Analyzes sales, stock balances, and product losses using available Torgsoft data and verified store reports; investigates significant deviations and agrees on corrective measures.

2.5. Organizes procurement planning and the distribution of goods among retail locations, taking into account demand, delivery times, and budget constraints.

2.6. Approves the selection of suppliers, contract terms, and commercial risks within delegated authority; ensures that documents are submitted for legal and financial review.

2.7. Monitors store performance against plans, service quality, the handling of customer requests and complaints, and compliance with agreed operating standards.

2.8. Identifies staffing and training needs in the areas under their supervision and submits personnel proposals to the employer; decisions on hiring, dismissal, and pay are made only when duly authorized.

2.9. Organizes controls to safeguard goods, the conduct of stocktakes, and the resolution of discrepancies; does not permit arbitrary write-off of losses or automatic recovery of shortages from employees.

2.10. Approves the allocation of access to commercial information and accounting data according to work functions; monitors the transfer of documents between stores and responsible units.

2.11. Considers proposals for opening and developing stores and organizing their operations, assesses resources and risks, and submits reasoned decisions to the head of the enterprise.

2.12. Reports on the chain’s results, budget performance, debts, and significant risks; identifies response measures and monitors implementation of agreed decisions.

2.13. Completes the occupational safety training and briefings required for the work, as well as mandatory medical examinations where required by law. Uses serviceable equipment and issued protective equipment for their intended purpose.

2.14. Immediately informs the direct manager of a threat to life or health, an accident, fire, injury, or malfunction. In a hazardous situation, stops the dangerous work, follows the response and evacuation plan, and does not expose themselves or others to danger.

3. Rights

3.1. To obtain from the manager and responsible employees the documents, accurate information, and explanations necessary to perform the work function, within the established access limits.

3.2. To require serviceable equipment, proper working conditions, necessary materials, and personal protective equipment where required for the work.

3.3. To report violations and submit proposals concerning work organization, property preservation, safety, and improved service, and to have the manager consider those proposals.

3.4. To refuse assigned work if a workplace situation arises that is dangerous to the life or health of the employee, people around them, the working environment, or the natural environment, and immediately notify the direct manager or employer.

3.5. To exercise the right to pay, rest, professional training, and protection of labor rights in accordance with legislation. To provide explanations regarding the circumstances of violations before a decision on disciplinary action is made.

3.6. Within delegated authority, to approve commercial terms and require subordinate managers to implement approved plans and provide verified reports.

4. Responsibility

4.1. For culpable failure to perform or improper performance of work duties, violation of labor discipline, and breach of occupational safety requirements, the employee is liable in accordance with the procedure and within the limits established by law. Disciplinary sanctions are imposed in compliance with the prescribed procedure.

4.2. Material liability arises when the grounds and conditions provided by law are present, for direct actual damage caused by culpable unlawful acts or omissions. Its type and limits are determined by legislation; the mere fact of a shortage is not grounds for automatically imposing full material liability.

4.3. This instruction does not establish monetary fines, additional disciplinary sanctions, unconditional compensation for shortages, or the employer’s right to withhold money from wages outside lawful grounds and procedures.

4.4. For violations of rules on safeguarding documents, accounting data, property, and confidential information, the employee is liable where at fault and within the limits established by law.

5. Work relationships

5.1. Submits plans, budgets, and results to the head of the enterprise; agrees economic indicators and documents with the finance manager and accounting department.

5.2. Coordinates store managers, procurement, sales, logistics, and marketing; works on contracts and disputes with the lawyer, and on unit support and risk control with those responsible for personnel, occupational safety, and IT.

5.3. Transfers unfinished matters and work results to an employee designated by the manager. Records the transfer of documents, goods, funds, or other valuables in the prescribed manner and reports unresolved discrepancies.

6. Final provisions

6.1. This instruction takes effect after approval by the employer. Before starting the relevant work, the employee acknowledges it by signature or by another method agreed in accordance with law that makes it possible to confirm acknowledgment.

6.2. Amendments to this instruction are approved by an employer’s order in compliance with labor legislation and applicable provisions of martial law. An amendment to the instruction does not replace the proper formalization of a change in work function, transfer, or change to essential working conditions.

6.3. A copy of the instruction is kept by the person responsible for personnel records. The employee is given the opportunity to review the current instruction and receive a copy.

Prepared by: position ____________ signature ____________ first name and surname ____________________ date ____________

Agreed by: position ____________ signature ____________ first name and surname ____________________ date ____________

I have read the instruction: first name and surname ____________________ signature ____________ date ____________

Regulatory framework

Torgsoft for accountants

See how stock, documents and payments are connected

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