The Opportunity

Grove ships plastic- and carbon-neutral orders to millions of households, and every one of those orders starts on a floor like the one at our Reno Fulfillment Center. We're looking for a Senior Operations Manager who owns that floor end to end — inbound, outbound, every shift — and who measures their own success by how little the building needs them once their leaders are built right.

This is a role for someone who's done the 200-person floor before and knows the difference between a building that runs and a building that's held together by one person's presence.

The Pitch

Safety isn't a line item here, it's the floor everything else stands on. You'll own incident rates and audit compliance the same way you own throughput — because a building that's fast but unsafe isn't actually running well, it's running on borrowed time. Once that's solid, you own the labor budget and the cost-per-unit targets that make or break the building's numbers, and you own developing three supervisors into leaders who can run their shifts without you standing behind them.

The honest version: this isn't a role where you fix problems yourself. It's a role where you build the systems and the people so problems stop reaching you. If you like being the hero who saves the shift, this will frustrate you. If you like watching a supervisor make the call you would have made — and get it right — this is the job.

What You'd Actually Do

• Own building safety performance — incident rates, near-miss reporting, audit compliance — as the foundation everything else is built on, not an afterthought to throughput.
• Own the labor budget, labor cost targets, and cost-per-unit performance, and manage OT and labor spend against plan.
• Develop your Inbound and Outbound Supervisors into leaders who can run their shifts without you in the building.
• Find the systemic issue behind the recurring problem, and fix that instead of firefighting the same thing every week.
• Hold the floor steady through peak volume and disruption, instead of white-knuckling through it.
• Partner with Safety, Quality, Loss Prevention, Finance, and People so the building's numbers and its culture move in the same direction.

Who You Are

You've run a floor with 100+ hourly associates and you know the difference between a shift that runs because of good systems and one that runs because you happened to be standing there. Safety isn't a compliance box for you — it's the first number you look at, every day, before throughput. You've owned a labor budget and cost-per-unit targets before, not just watched someone else own them. You can walk the floor, spot the systemic issue underneath the symptom, and fix the actual problem instead of the one in front of you. And you've built supervisors into real leaders before — not just managed them, built them — because that's the only way a building gets better without you carrying it.

The Role, In Greater Detail

Every order Grove promises a customer — plastic-neutral, carbon-neutral, on time — gets kept or broken on the floor this role owns. As Grove scales its fulfillment operations, this role is what keeps that promise dependable at 100+ associates and growing, instead of dependent on any one person's heroics.

You'll Own

Safety — Own building safety performance, including incident rates, near-miss reporting, and audit compliance. Build and reinforce a safety-first culture where associates and supervisors self-police, not just comply. Ensure OSHA and internal safety compliance across all shifts and functions.

Operational Performance — Own and optimize inbound and outbound performance across all shifts, including quality and accuracy metrics like inventory accuracy, on-time dispatch, and defect rates. Own the building's labor budget, staffing plan, labor cost targets, and cost-per-unit targets, managing OT and labor spend against plan. Drive continuous improvement in labor efficiency, flow, and execution. Identify systemic issues and lead root cause resolution, not just symptom fixes. Lead change initiatives and stabilize operations during peak volume and disruption.

Leadership & Talent — Develop supervisors into strong, independent leaders who can run the floor without constant oversight. Set clear performance standards and hold leaders accountable to them. Model strong leadership presence, decision-making, and accountability under pressure.

Cross-Functional Partnership — Partner with Safety, Quality, and Loss Prevention on compliance and risk reduction. Partner with Strategy, Finance, and People (HR/PX) on labor planning, budget performance, and workforce needs. Represent the building's operational performance and needs to network/regional leadership.

Reports To: VP, Fulfillment Operations

Direct Reports: 3 (1 Inbound Supervisor; 2 Outbound Supervisors — Day Shift, Weekend Shift)

Total Span of Control: About 150 hourly associates across inbound and outbound, flexing with seasonality

What You Bring

Read this as a portrait, not a checklist.

• Bachelor's degree is strongly preferred; advanced degree a plus.
• 7 to 10+ years of fulfillment or supply chain leadership experience.
• 3+ years managing managers or senior supervisors in large-scale operations.
• Demonstrated success leading operations with 100+ hourly associates.
• Direct experience owning a labor budget, labor cost targets, and cost-per-unit or similar cost metrics.
• Working knowledge of safety compliance standards (OSHA or equivalent) in an industrial/warehouse setting.
• Strong analytical capability with the ability to translate data into action.
• Proven track record of building leaders and improving underperforming teams.
• Availability across shifts, including nights, weekends, and peak-season demands as needed.

Twelve Months From Now…

Your supervisors run their shifts with real autonomy, and escalations to you are the exception, not the routine. Safety incident rates are trending down, not because of a new policy, but because the culture holds it up. Your labor budget and cost-per-unit targets are hit through efficiency you built, not cuts you made under pressure. The building's performance doesn't dip when you take a vacation. And when people in the network talk about who's building leaders, not just managing shifts, your name comes up.

What’s In It For You

• This is a full-time, exempt position based in our Reno, NV FC
• Competitive benefits - medical, vision, dental
• Equity - shared success is core to our mission
• Flexible Paid Time Off - we care most about results
• Free VIP membership and 50% employee discount
• Working for a company that believes that a small group of people can change the world for the better by creating products and funding initiatives that help the planet!

Compensation

The salary range for this role is $110,000-120,000. In addition to the base salary, this role is eligible for an annual incentive target and equity.

Some Important Final Notes

This role isn't for someone who wants to be the smartest person on every call or the hero of every peak season. It's for someone who'd rather build three leaders who don't need them than be the one thing holding a building together. If that's the kind of leader you are, let's talk.

Hire is contingent on successfully completing a background check and drug screen. You must be comfortable with regular, randomized drug screens as well.