Sr. Manager, Retail Workforce Management

OVERVIEW There couldn’t be a better time to join Retail Operations as we continue the rapid global expansion of Alo stores. Workforce Management sits at the center of this growth—enabling scalable store operations, labor efficiency, and a consistent customer experience across regions. The Senior Manager, Workforce Management will lead a team responsible for both day‑to‑day workforce planning and scheduling as well as strategic initiatives, including international expansion, new market launches, system implementations, and integrations. This role blends operational excellence with forward‑looking strategy and requires strong people leadership, cross‑functional influence, and deep WFM expertise. This leader will design and evolve global workforce management frameworks, ensure labor compliance across geographies, and partner closely with Retail Operations, HR, Finance, Payroll, and Technology to support a fast‑growing, international retail fleet. RESPONSIBILITIES Lead and develop a Workforce Management team responsible for both day‑to‑day store labor execution and strategic initiatives, including international expansion, new market launches, and integrations. Own global workforce planning, forecasting, and scheduling strategies to ensure appropriate staffing levels, strong customer experience, and disciplined labor spend. Create and manage the annual retail labor budget, partnering with Finance and Operations to align labor investment with business plans. Track labor actuals versus budget, identify risks and opportunities, and proactively recommend actions to improve productivity and cost performance. Deliver clear, compelling labor insights and narratives to executive leadership, translating complex workforce data into actionable business decisions. Oversee governance and continuous improvement of workforce management systems and scheduling platforms, including labor models, rules, and compliance configurations. Lead workforce readiness for international expansion and operational changes, ensuring scalable processes that account for regional labor laws and operational complexity. Ensure ongoing compliance with labor laws, regulations, and company policies across all markets. Partner closely with Retail Operations, HR, Finance, Payroll, and Technology to align workforce strategies with enterprise objectives. Monitor workforce performance metrics, identify trends, and drive continuous improvement across the retail fleet. QUALIFICATIONS Proficiency with workforce management platforms and analytics tools; experience with Legion strongly preferred. Bachelor’s degree in Business, Operations Management, Human Resources, Analytics, or a related field; advanced degree preferred. 8+ years of progressive workforce management experience, ideally within multi‑unit retail and global environments. 3+ years of people management experience, with a proven ability to lead and scale high‑performing teams. Demonstrated experience supporting international retail operations, market expansions, or complex integrations. Deep knowledge of workforce planning, forecasting, scheduling, and labor optimization methodologies. Strong understanding of labor laws and compliance requirements across multiple geographies. Advanced analytical skills with the ability to translate data into executive‑level insights and recommendations. Proven ability to influence cross‑functional partners and senior leaders in a fast‑paced, growth‑oriented environment. Proficiency with workforce management systems, scheduling platforms, and analytics tools. Willingness to travel domestically and internationally as business needs require. The base salary range for this position is $145,000-$165,000 per year which represents the current range for the base salary for this exempt position. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. As such, on occasion and when applicable, there is the possibility that the final, agreed‑upon base salary may be outside of the upper end of the range. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a PTO policy, and many other progressive benefits. #J-18808-Ljbffr