Walk into a store that just got a redesign and the changes are easy to miss individually: better sightlines, updated signage, a checkout counter moved six feet. Together, though, they change how long people stay and how much they buy, and someone has to plan that shift across dozens of locations at once.
Say a franchise rolls out a new fixture layout meant to boost impulse purchases near checkout. It works beautifully in the flagship store and does almost nothing in twelve smaller locations with narrower aisles and different foot traffic patterns. Figuring out why, and adjusting the rollout plan store by store instead of forcing one design onto every floor plan, is the kind of problem this role exists to solve week after week.
The position is fully remote, open to candidates anywhere. There is no office to check into and no city tied to the listing; you will be working with franchise partners and store teams over video and shared documents, wherever you happen to be. Store locations you support could be spread across an entire country or region, and you will rarely see any of them in person yourself.
You will plan and execute retail store design campaigns and initiatives, from concept rollout through measuring how each change performs once it is live in stores. Tracking performance metrics matters here, because a design change that looks good on paper does not always translate to better numbers on the floor, and part of the job is adjusting tactics when it does not.
A good part of the job is diplomacy dressed up as project management: a franchisee who has run their store for fifteen years will have strong opinions about a new layout, and those opinions usually deserve a real, patient hearing before a rollout date gets locked in for good.
Budgets for a rollout rarely stretch as far as the initial plan assumes. Knowing which parts of a design are worth defending and which parts can flex for a smaller store or a tighter budget is a skill that develops with a few rollouts under your belt.
This role suits someone who has run multi-location projects before and is not rattled by juggling several franchise timelines at once. A bachelor's degree in marketing, business, or communications is the minimum education expected, paired with five years of experience leading store design or similar retail initiatives. Strong data-driven decision-making matters as much as communication skills, since you will be translating metrics into decisions that franchisees actually trust, often with their own money riding on the outcome.
The strongest candidates tend to be the ones who can hold a firm recommendation in a meeting while still leaving room for a franchisee's local knowledge to change the plan. Neither pure data nor pure gut instinct wins on their own here.
Five years is roughly the point where someone has usually seen at least one rollout go badly, and learned something real from it worth carrying into the next project. That kind of scar tissue tends to matter more in this role than a spotless, unblemished track record ever would.
Required for this role:
Helpful, though not required to apply:
Someone who has presented a proposal to a room of skeptical franchise owners and walked out with real buy-in already knows most of what this job asks for. Analytics matter most in the weeks right after a rollout, when the early numbers come in and a decision has to get made about whether to keep going as planned or adjust course before more locations convert to the new layout.
This is a full-time role paying 90,000 dollars a year. On top of base pay, the package includes health coverage, paid time off, retirement plan matching, and commission or performance bonuses tied to results, so strong outcomes on a rollout show up in your paycheck, not just in a slide deck.
Commission structures for a role like this are usually tied to store-level performance after a design change actually goes live, not just to the initial rollout being completed on schedule. The exact details get confirmed once you know which brand and store portfolio you would be supporting going forward.
Remoteroles works with a lot of franchise and multi-unit retail employers, and this kind of role usually means coordinating across several time zones since store locations are not all in one place. Expect regular video calls with franchisees and design partners, some scheduled around store hours in different regions, alongside async updates through your team's project-management tool the rest of the week. Site walkthroughs happen by video call with a store manager holding a phone camera, which takes some getting used to but works better than most people expect.
A typical month includes a couple of formal review calls per active rollout, plus a steady stream of shorter messages resolving small questions from individual store teams as work progresses.
If this sounds like your kind of project, send over your resume along with a couple of examples of design or campaign initiatives you have personally led. From there, expect a conversation about how you have handled competing franchise priorities before a final decision gets made on your candidacy. A portfolio of before-and-after store photos, where you can share them, tends to make that conversation a lot more concrete and grounded.