Retail Supervisor - #1712091

Supervisor - Fixed Term Contract, 16 hours

The people. The style. The energy. The character. It’s hard not to be inspired by the Capital. That’s where Radley London was born with a passion for artisan-made handbags, footwear and accessories. We put fashion in functional, with every piece made to last and put a spring in your step. Whether strutting through the streets of Soho, or on the school run.

We know leather. It’s in our DNA. And we never stop striving to set a new standard for quality. Every Radley London design is made with expert care. Do you hear that smooth glide of a zip? We consider every detail, including our retail store experience.

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We’re excited to be recruiting for a Supervisor who will be essential in supporting the Store Manager and Assistant Manager to spearhead the team to greatness, someone who will motivate and inspire and wants to join the Radley journey to becoming world class.

Being part of the Radley Retail Management team means being able to demonstrate an entrepreneurial spirit and being commercially astute, showing creativity and inspirational directive whilst working in unison with their manager’s.

The great thing about retail management is that everyday is different and you have the shared accountability as a management team to sculpt what your day-to-day might look like, but some common accountabilities could include:

• Deliver and coach the team to create a premium client experience, tailored to your customer profile.


• Assist in cultivating exceptional talent, sustaining success and filling skills/knowledge gaps.


• Demonstrate commercial intelligence through identifying sales and profitability opportunities. Answering quickly to competitor activity and analysing KPI data (sales, conversion, footfall, margin, ACS)


• Foster and encourage a fair, equitable and inclusive work culture, always living up to our Radley values and #ProudtoBe adage.


• Partnering with the Store & Assistant Manager for advice and guidance across first line team queries.

Benefits & Perks

• Enhanced annual leave (incl. holiday buy)


• Flexible bank holidays to suit you


• Sickness Pay


• Life Assurance Cover


• Virtual GP


• Healthcare Cash Plan of up to c.£900 per year


• Employee Assistant Programme


• Wellbeing App (Thrive)


• Company Bonus


• Product Discount (up to 60%)


• Time in Service Rewards


• Birthday small leather goods gift


• Sample Sale lucky dip


• Special Occasion Gifts


• Cycle to Work Scheme


• Season Ticket Loan

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At Radley we are on a journey to create, promote and live an inclusive culture. Ever inspired by the women around us, changing their world in ways big and small – including their commitment to social equity.

We are actively working to make impactful changes across our business to become diverse and celebrate one another’s differences, we encourage a supportive and open environment for anyone that steps through our doors at our Service Centres, Distribution Centre and Stores across Europe.

We know that diversity in a business only makes it stronger, so our People Team and Recruiting Managers are clear on how to conduct an inclusive recruitment campaign for their vacancies - our job posts always go through a gender-bias decoder before going live, we will always consider alternative inclusive job boards, and we will remain open to considering flexible working options and promoting our flexible approach to working hours for all colleagues future and existing. We won’t ask for specific qualifications unless it’s absolutely critical to the success of the role and we already actively participate in external schemes to bring in future talent from diverse backgrounds.

We are #Proudtobe Radley

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We are proud to offer a competitive and ahead-of-the-curve remuneration and benefits package, some of which we share below. If you are shortlisted as having some of the skills we’re looking for in this role then we’ll openly share our salary banding with you ahead of moving forward with any next stages. For some time, we have actively stopped asking candidates their salary expectations at interview where it isn’t necessary to do so, we want to pay an individual for the job based on their experience and ability and not limit some groups from undervaluing their ability.