At Great Wolf, the Receiving Clerk has an eye for detail and ensures accurate delivery against orders, checks to ensure quality standards of products, and participates in the inventory process.

Essential Duties & Responsibilities

• Responsible for protecting merchandise and the resort from shrinkage
• Responsible for receiving resort shipments for all departments, including UPS, Fed-Ex, and vendor trucks. Also responsible for shipping out all packages
• Responsible for recording deliveries, verifying product delivery, distributing paperwork to appropriate departments, and moving product to designated areas
• Responsible for updating the Dataworks system with all receiving details
• Maintains retail stockrooms by placing merchandise on shelves and removing cardboard
• Ensures all merchandise is tagged with UPC labels
• Ensures a safe facility and work environment in compliance with appropriate regulations-Ergonomics, Emergency Responses, Injury and Illness Prevention, and Hazard Communications Programs

Basic Qualifications & Skills

• High School diploma or equivalent experience
• Prior experience with computers, data entry, and Microsoft Office Suite
• Successful completion of criminal background check and drug screen
• Must be flexible regarding scheduling based on business demands

Desired Qualifications & Traits

• Previous receiving experience
• Previous experience with Inventory Counts
• Strong basic mathematics skills
• Enthusiastic and energetic
• Ability to multi-task and prioritize a variety of tasks with minimal direction

Physical Requirements

• Able to lift up to 50 lbs.
• Able to push or pull 100 lbs.
• Able to bend, stretch, and twist
• Able to stand for long periods of time

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)