Director, Workforce Management

Ross Stores, Inc•Dublin, CA

42d•$115,200 - $216,600•Hybrid

About The Position

The Director of Workforce Management (WFM) will lead all activities related to workforce management in all Ross and dd's store locations. Specifically, the Director will oversee labor scheduling, labor forecasting (by work center), and maintaining all aspects of our current WFM system. In the coming years, the Director will lead a project to replace our current WFM system with a modern, cloud-based WFM system, and will partner cross-functionally with teams from several departments (IT, Store Operations, Legal, HR, etc.) through requirements, design, build, pilot, and rollout. The Director will interact frequently with senior leaders (SVP, GVP, and VP) of other stores functions (the Field, Corporate Finance, Operations and LP) to ensure that the new system provides maximum benefits for all stores. The Director will initially lead a team of 2 (Supervisor and Analyst), which will expand as the WFM replacement project begins.

Requirements

Bachelor's degree required with demonstrated superior college performance (preferably in an analytical or operations-focused field).
Minimum of 7 years post college experience with demonstrated success at increasing levels of responsibility
Strong level of curiosity, enthusiasm, and a passion for learning
Previous experience in operations or finance for a brick-and-mortar (stores-based) retail company
Successful track record leading large, cross-functional, high-visibility projects and new system rollouts (beyond just the technical implementation)
Equal comfort with both operations and analytics
Outstanding analytical ability - must have a data driven approach to solving problems. Requires very strong quantitative skills, a good sense of how to dissect problems and a strong ability to "connect the dots"
Track record of successful team development - managing a team to high levels of performance and developing team members for growth and advancement
A clear understanding of basic financial, statistical and economic concepts
Excellent communication skills - must be able to clearly communicate results and implications of analysis in both verbal and written (PowerPoint) forms
A detail-oriented approach - must pay very close attention to details and have the drive to get things right
Relationship Building - needs to be able to build effective working relationships with a broad range of peers and executive leaders across different functions
Strong fundamental business technical skills - must be Excel and PowerPoint proficient and have an ability to learn new business process software applications (Hyperion, DART, Flash Sales).
Must be trustworthy with confidential information
Job requires ability to work in an office environment, primarily on a computer.
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
Consistent timeliness and regular attendance.
Vision requirements: Ability to see information in print and/or electronically.
This role requires regular in-office presence, including to engage in in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work.

Nice To Haves

MBA preferred.

Responsibilities

Oversee labor scheduling through our Workforce Management system, and develop strategic direction for in-store scheduling based on the evolving needs of the business
Oversee updates of the annual WFM calendar to ensure that all events, holidays, holiday operating hours, extended operating hours, and special programs (e.g., Peak Register Coverage) are properly configured in the scheduling system
Oversee modeling and assess chain-specific concerns related to store operating hours and Department hours changes (e.g., cashier, sales floor, cash office, stock, etc.)
Identify and implement improvements to the configuration of our WFM system and SDM (Store Data Management) tool
Partner with the Method Improvements Team to model store process changes which impact store associate scheduling (for example, changes in self-service fitting room hours). Assist in analyzing schedule/workload impacts of said projects.
Partner with Field Leadership to fully understand in-store scheduling issues and develop recommendations to address these issues
Become an expert on our current WFM system, and lead training sessions for new Field Leaders on scheduling best practices.
Create quarterly recaps summarizing in-store scheduling themes and actions taken to address Field Leadership issues and/or concerns
Lead the future replacement of our current WFM system with a modern, cloud-based WFM system
Hire, onboard, and train new team members to support this multi-year project
Build relationships with partner / stakeholder teams in other departments at Ross, and ensure that their needs are met by the new system.
Work closely with 3rd party consultants on all phases of the project, from the initial vendor assessment through requirements, design, and build
Co-create executive-facing project update materials for the project Business Advisory and Steering Committee
Partner with Field Leaders, HR, and the Store Communications Team on change management, training materials, and guides to drive adoption and build expertise in the new system
Oversee future changes, updates, and enhancements to our WFM system, particularly those related to scheduling laws (e.g., predictable scheduling ordinances) or changes to store operations (e.g., self-checkout registers or self-service fitting room installations)
Thoroughly understand the requirements of all scheduling laws that impact select stores
Partner with HR, Legal, and Store Operations to align on an operationally viable compliance strategy
Help train store leaders on scheduling compliance, including updates (as needed) as new leaders are hired in (or transfer into) certain markets
Optimize the store sales forecasts that are generated by our WFM system across all stores
Choose the appropriate forecasting algorithm at different times of year, taking guidance from back-testing analysis
Recommend and implement over-rides to avoid forecast bias for unique events impacting select stores (e.g., weather-related closures, one-time spikes in business due to non-recurring factors, etc.).
Partner with the Planning function to ensure that the latest company-level sales projections are reflected in individual stores' sales forecasts
Forecast sales appropriately for newly-opened stores, reflecting extra traffic during their grand opening period
Develop a high performing team. Coach and develop the team to maximize performance and value addition to the company while maintaining high morale