Michael Kors is always interested in hearing from talented, globally-minded individuals with a passion for fashion.
If you enjoy working in a creative, fast-paced environment, then we would love to hear from you!
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Who You Are:
You are a strategic, analytical, and collaborative retail leader who understands how workforce planning, labor investment, and scheduling decisions influence sales, profitability, customer experience, and employee engagement. You are comfortable operating in a fast-paced environment and translating complex workforce and financial data into clear recommendations for senior executives, field leaders, and cross-functional partners.
You balance long-range planning with hands-on execution. You can move effectively between labor-model design, forecasting, system optimization, field support, and executive communication. You are also an effective people leader who establishes clear priorities, concise communication, and builds strong partnerships across Retail Operations, Finance, Human Resources, Compensation, Payroll, Technology, and Field Leadership.
The Senior Manager, Retail Workforce Management will support the North America workforce-management function. This role will own WFM technology, labor forecasting, scheduling strategy and reporting to ensure labor is deployed effectively across stores. The Senior Manager will help the organization balance customer demand, brand standards, employee needs, payroll expense, and store profitability.
What You’ll Do:
WFM Systems, Data, and Automation
Serve as the retail business owner for the workforce-management platform (Legion) , including forecasting, scheduling, time and attendance, labor reporting, and related integrations.
Own the WFM enhancement roadmap, prioritizing improvements based on business impact, field feedback, system stability, compliance requirements, and user experience.
Partner with Technology, HR, Payroll, Finance, and external vendors on configuration, testing, releases, integrations, issue resolution, and continuous improvement.
Establish governance for system configuration, user access, data integrity, release validation, and business-process changes.
Lead user-acceptance testing and operational readiness for new functionality, policy changes, integrations, and system releases.
Build or oversee scalable tools and automated reporting that reduce manual work and improve the timeliness and accuracy of workforce decisions.
Define business requirements and validate that system functionality reflects store operations and frontline scheduling needs.
Track system adoption, scheduling behaviors, exceptions, and recurring support issues to identify training or process-improvement opportunities.
Forecasting, Budgeting, and Payroll Management
Lead seasonal planning, monthly forecasting, and in-period labor reforecasting in partnership with Finance and Field Leadership.
Establish forecast assumptions, planning calendars, approval processes, and store performance across the retail organization.
Monitor actual and projected payroll performance, worked hours, average hourly rate, overtime, staffing levels, schedule effectiveness, productivity, and labor-model compliance.
Create actionable reporting for stores, field leaders, and corporate executives that highlights risks, opportunities, root causes, and recommended actions.
Develop scorecards and key performance indicators that connect labor deployment to traffic, conversion, sales, units per transaction, customer experience, and profitability.
Perform complex and ad hoc analysis for retail executives, translating findings into concise recommendations and implementation plans.
Scheduling and Field Execution
Establish scheduling principles and operating standards that align staffing with customer demand, workload, operating hours, leadership coverage, and employee availability.
Partner with field leaders to identify scheduling and payroll opportunities at store, district, region, and fleet levels.
Develop…