Manager Retail Labor Planning

This modern lifestyle brand is dedicated to mindfulness – helping people bring consciousness, presence, and well-being into everyday life and their communities. As the company expands and opens new retail locations across North America, the team is investing in sophisticated labor planning to support sustainable, profitable growth and seeking a Manager of Labor Planning . Role Overview The Manager, Labor Planning will own the end-to-end retail labor plan, including budget, staffing model, and reporting, and will connect that directly to how stores are structured and staffed. This role serves as the bridge between labor demand and real-world scheduling, ensuring each store has the right leadership structure and staffing levels by revenue tier and season. This position partners closely with Workforce Management, Retail Operations, Finance, and HR to ensure labor investment is optimized, clearly understood, and aligned with business priorities. The ideal candidate is highly analytical and skilled at turning complex workforce data into clear, executive-ready stories. Key Responsibilities Labor Budget & Planning Own the retail labor budget; partner with Finance and Workforce Management to align labor plans with forecasts and business objectives. Build and deliver the monthly labor walk, connecting budget to actuals, explaining variances, and recommending actions. Develop and maintain weekly retail labor reporting, including staffing levels, labor spend, productivity, and variance drivers. Monitor Legion Scheduling forecast accuracy and recommend improvements to labor and forecasting models. Own labor driver forecasts, ensuring appropriate workload hours are assigned to each store for both selling and non-selling activities, including custom event labor. Staffing Model & Leadership Alignment Own the retail staffing model, defining staffing structure, position mix, and headcount needs by store and revenue tier. Maintain the leadership model, ensuring alignment between revenue tiers and leadership structure; re-tier and rebalance stores as volumes evolve. Maintain an accurate retail staffing census, tracking headcount, vacancies, and hiring progress against the model. Report staffing-to-census gaps and partner with HR and Talent Acquisition to set hiring priorities. Field-Facing Scheduling Guidance Provide clear scheduling guidance for stores and field teams through peak periods (holiday, key promotions, major drops). Partner with regional Workforce Management leads and store leadership on peak readiness, pre-peak hiring cadence, and post-event reviews. Reporting & Insights Own all labor and scheduling reporting, including retention/turnover, AHR, and core labor/scheduling reports. Identify trends, risks, and opportunities across regions, stores, and roles. Produce concise, executive-ready reporting and insights that support operational and financial decisions. Cross-Functional Partnership & Continuous Improvement Collaborate with Retail Operations, HR, Finance, Payroll, and Technology to ensure data accuracy and system alignment. Continuously improve labor planning, staffing models, and reporting processes as the retail fleet scales across North America. Qualifications Bachelor’s degree in Business, Analytics, Operations, Finance, or related field. 5–7 years in workforce management, labor analytics, retail operations analytics, or a related field, with proven ownership of a recurring labor planning cycle. Demonstrated ownership of a labor budget at scale, including build, defense, and results. Experience designing, maintaining, or evolving staffing and leadership models for a multi-store retail fleet. Strong analytical skills with the ability to interpret large datasets and surface meaningful insights. Experience building recurring operational and financial reports, including variance analysis and executive-level summaries. Working knowledge of workforce management concepts (forecasting, scheduling, productivity, labor modeling). Experience with workforce management systems; Legion experience strongly preferred. Advanced Excel skills, including Power Query. Strong written and verbal communication skills; able to explain labor drivers to non-technical stakeholders. Highly organized, detail-oriented, and comfortable working in a fast-paced, growth-oriented retail environment. Compensation: $125,000-$135,000 per year #J-18808-Ljbffr Pivotal Talent Search