Retail management can involve staff leadership, rostering, stock control, budgets, sales targets, customer escalation, safety and day-to-day operations. The useful next step is identifying which of those capabilities another industry actually values.
Be specific about what you want to improve: weekend work, late trading, income ceiling, customer pressure, progression, commute, physical demands or something else. A move that keeps the same constraint may not solve the problem.
Record team size, rostering, training, performance conversations, recruitment or shift leadership you genuinely handled.
Document budgets, targets, inventory, shrink, reporting or supplier work you were directly responsible for.
Capture safety, opening/closing, escalations, workflow, compliance and problem-solving. Translate the responsibility rather than the retail jargon.
Operations, logistics, sales support, customer operations, account coordination and other people-management roles may be worth investigating depending on your background. Treat these as research directions, not automatic matches. Check several current advertisements for repeated requirements and identify which gaps are real.
Compare the salary you could realistically enter on, not only the headline range for established workers. Check ordinary hours, overtime expectations, bonuses, flexibility, commuting and any retraining or software requirements.
Your first complete résumé analysis is free. Confirm the profile details before recommendations are ranked, then use real job advertisements to test whether the options genuinely fit.