Director of Retail Operations

Montana · Field based · Full time, exempt
Base salary: $80,000–$92,000 per year at hire, plus performance incentives.

Position summary

• Employer: Mission Mountain Holdings, Inc. (MMH). Employee will be assigned to The Hi-Line Company to manage licensees retail operations, under a administrative services agreements.
• Reports to: Chief Executive Officer.
• Direct reports: Three to four regional directors. Regional Director North is a planned new seat at hire, with another regional director seat planned at approximately seventeen stores.
• Indirect reports: Store leads and store teams across the retail portfolio, with planned growth to seventeen stores by month six and nineteen by month twelve.
• Location: Montana, field based. Home base within reasonable reach of the Missoula / Mission/ Flathead Valleys. Expect 60–70% of time in stores and 2,500–3,500 miles of travel per month.

Purpose of the role

Mission Mountain Holdings is a Montana administrative and asset management company that runs finance, staffing , compliance, and procurement, for licensed cannabis companies, including The Hi-Line Company and its dispensaries from Cut Bank to Bozeman.

The Director of Retail Operations will bring separately built dispensaries together into one retail business that makes money at every store, then lift average sales to $2,500 per store per day by month six and $3,000 by month twelve while supporting planned growth to nineteen stores, without buying sales with discounts or labor.

This is a turnaround before it is a growth job. The first ninety days involve establishing baselines, auditing operations, rebuilding schedules, and having direct conversations with teams across Montana.

Key responsibilities

Profit and loss

• Build the store-level budget for every location and manage consolidated retail four-wall EBITDA to it.
• Produce a weekly store scorecard covering sales, labor percentage, sales per labor hour, gross margin, discount rate, average transaction value, units per transaction, and inventory variance; run a weekly operating review with regional directors.
• Identify stores with negative four-wall results and present a fix-or-exit recommendation for each to the CEO.

Labor model

• Design and implement one scheduling method across all stores: sales-per-labor-hour targets, minimum coverage floors set by security and compliance needs, and traffic-based staffing.
• Own store labor budgets, overtime control, and timekeeping discipline.
• Bring consolidated labor-to-sales to the scorecard target of 20.0% and hold it as stores open.

Revenue quality

• Raise average transaction value and units per transaction through assortment, merchandising, and staff selling standards.
• Govern discounts and promotions within the approved ceiling; end store-by-store discount habits.
• Partner with purchasing on assortment discipline by store cluster.

Inventory and compliance

• Own inventory accuracy and shrink; reconcile Metrc track-and-trace, point of sale, and the general ledger on a set calendar.
• Run the store audit calendar; close findings within the scorecard window, with a target of ten days.
• Keep 100% worker-permit currency across the reporting line, with zero license-threatening findings.

People

• Select, develop, evaluate, and when needed replace regional directors with CEO approval, and store leads on a regional director’s recommendation.
• Complete a documented assessment of every store lead in the first ninety days.
• Build bench depth so that every store lead and regional director seat has a named successor.

Growth

• Open and integrate seven planned additional stores in twelve months onto the common operating system, including point-of-sale setup, labor plan, SOPs, compliance, and staffing.
• Maintain a written integration playbook and ninety-day integration scorecard for each new store.

Decision authority

You decide

• Store schedules, labor budgets, and staffing within the approved plan.
• Store lead hiring and separation on a regional director’s recommendation.
• All personnel actions below store lead.
• Store spending within the delegated limit.
• Discounts and promotions within the approved ceiling.
• Operating standards, audit calendar, and store processes.

You recommend; the CEO decides

• Regional director hiring and separation.
• Store closure or relocation.
• Pricing architecture and margin targets.
• Material format changes and capital expenditure above budget.
• Substantive positions with a regulator.

Required qualifications

• Five or more years leading multi-unit retail with direct P&L accountability across eight or more locations.
• Documented reduction in labor as a percentage of sales while holding or improving revenue.
• Fluency in store-level financials: four-wall contribution, gross margin, and sales per labor hour.
• Experience leading managers of managers, including selection and involuntary separation.
• Regulated or audited operating experience, such as cannabis, alcohol, pharmacy, firearms, tobacco, gaming, or a comparable environment.
• Eligibility for a Montana cannabis worker permit; a valid driver’s license and acceptable driving record; willingness to drive Montana in winter.

Preferred qualifications

• Cannabis retail experience with seed-to-sale track-and-trace in Metrc.
• New-store openings or acquired-store integrations onto a common system.
• Rural or dispersed-portfolio leadership.

Working conditions

• Frequent travel and extensive winter driving on rural highways.
• Store visits involve standing and walking for extended periods and occasional lifting up to thirty pounds.
• Applicants must be 21 or older to meet the Montana cannabis worker permit requirement.

Pay and benefits

• Tier 1 annual base salary range of $80,000–$92,000, with an $85,000 midpoint. Base salary moves to $95,000 when sixteen or more stores are past integration.
• A quarterly operating scorecard bonus with levels of 12.5%, 25%, and 37.5% of base; the target is 25%.
• A sales staircase incentive with an annual value of $8,000–$140,000, subject to the incentive plan’s four gates. If every store is held at $3,000 a day for a full year, total cash compensation is approximately $239,000. Incentive earnings depend on performance and are not guaranteed.
• A $650 monthly vehicle allowance and a phone allowance.
• Health, dental, and vision coverage; retirement plan; paid time off; paid worker-permit fees.
• Long-term incentive available subject to board approval.

How we hire

Our process includes a thirty-minute screen with the CEO, a ninety-minute interview focused on your actual numbers, a field day in our stores, a short paid written exercise, and references. Every candidate at the same step receives the same information. Internal applicants are welcome and are considered on the same criteria.

How to apply

Email your résumé and a one-page note describing the largest labor-cost improvement you have led to careers@mission-mountain.com. Include the starting labor percentage, ending labor percentage, sales impact, and how long the improvement took. Please use “Director of Retail Operations” in your subject line.

Applications are reviewed on a rolling basis. This position will remain open until filled.

Equal opportunity

Mission Mountain Holdings is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, political beliefs, veteran status, or any other status protected by Montana or federal law. Applicants must be 21 or older. An offer is contingent on a Montana cannabis worker permit, background check, and driving record review.