Manager, Retail Workforce Planning

Curaleaf•Tampa, FL

3d•$118,000 - $135,000•Onsite

About The Position

At Curaleaf, we're redefining the retail experience through innovation, operational excellence, and data-driven decision-making. As a Retail Labor Manager, you will play a critical role in shaping and optimizing our enterprise labor strategy across a multi-unit retail environment. In this highly visible position, you will own labor planning, forecasting, workforce modeling, and scheduling strategies that align staffing investments with customer demand and business objectives. Partnering closely with Retail Operations, Finance, Human Resources, Talent Acquisition, and store leadership, you'll build scalable labor models, develop workforce management processes, and implement reporting tools that drive productivity, profitability, and exceptional customer experiences. This is an exciting opportunity for a strategic and analytical leader who thrives in a fast-paced environment, enjoys solving complex business challenges, and wants to build labor programs that support Curaleaf's continued growth. As this is a newly created role, you'll have the opportunity to influence labor strategy, establish best practices, and help shape the future of workforce planning across the organization.

Requirements

Bachelor's degree in Business Administration, Finance, Retail Management, Operations Management, Industrial Engineering, Human Resources, or a related field.
5+ years of progressive experience in labor modeling, labor planning, workforce analytics, workforce management, and retail operations.
Experience managing labor budgets and workforce planning across multiple retail locations.
Knowledge of retail scheduling optimization and labor forecasting best practices.
Demonstrated success developing labor models, forecasting tools, and labor optimization initiatives.
Strong understanding of workforce management systems, scheduling platforms, and labor planning methodologies.
Experience with workforce management platforms such as Dayforce, UKG/Kronos, Legion, Reflexis, Blue Yonder, WorkForce Software, Workday, ADP Workforce Now, or similar systems.
Advanced Microsoft Excel skills, including Pivot Tables, Power Query, Power Pivot, complex formulas, and data modeling.
Experience analyzing large datasets and delivering actionable recommendations to business leaders.
Strong business acumen with the ability to balance operational needs, workforce strategies, and financial objectives.
Exceptional analytical, problem-solving, and organizational skills.
Proven ability to build relationships and influence stakeholders across multiple functions and leadership levels.
Self-starter with a proactive mindset and the ability to work independently in a fast-paced, evolving environment.
Comfortable navigating ambiguity, conflicting priorities, and complex organizational challenges.
Continuous learner with a passion for process improvement and operational excellence.

Nice To Haves

Experience implementing or administering Dayforce workforce management solutions.
Previous experience in a dedicated Labor Analyst, Workforce Planning, or Retail Workforce Management role.
Experience developing engineered labor standards and conducting time and motion studies.
Experience creating dashboards and reporting solutions using Power BI, Tableau, or similar business intelligence tools.
Advanced Excel capabilities, including macros and automation.
Experience supporting large-scale retail organizations with multi-state operations.
Passion for using data to influence strategy and drive measurable business results.

Responsibilities

Develop and maintain enterprise labor models that accurately align staffing levels with customer demand and operational workload.
Build forecasting models using sales trends, transaction volume, customer traffic patterns, promotional activity, and seasonality.
Create labor allocation strategies and staffing plans that support operational goals while maximizing efficiency.
Establish store staffing profiles, including optimal full-time, part-time, and leadership coverage by store volume and format.
Partner with Finance and Retail Operations to evolve labor standards and workforce planning strategies.
Serve as the primary owner of workforce management tools, including Dayforce and future scheduling platforms.
Configure forecasting parameters, scheduling templates, labor rules, and automated scheduling processes.
Ensure store schedules align with labor models, peak traffic periods, and operational requirements.
Continuously assess scheduling effectiveness and identify opportunities to improve forecasting accuracy and workforce utilization.
Analyze workforce productivity metrics and operational performance data to drive labor efficiency and profitability.
Monitor key performance indicators including payroll cost, labor productivity, labor utilization, schedule accuracy, overtime, and staffing levels.
Develop dashboards, scorecards, and executive reporting that translate complex workforce data into actionable business insights.
Conduct variance analyses to identify trends, opportunities, and risks impacting labor performance.
Evaluate store workflows and develop engineered labor standards across retail functions, including customer service, point of sale, inventory management, merchandising, and opening/closing procedures.
Conduct time studies and operational assessments to validate labor assumptions and identify process improvements.
Standardize labor measurement methodologies and refine labor models as business needs evolve.
Lead labor-related initiatives supporting new store openings, remodels, acquisitions, and operational enhancements.
Serve as a trusted labor strategy partner to Retail Operations, FP&A, Human Resources, Talent Acquisition, and field leadership teams.
Educate business partners on workforce planning best practices and labor optimization strategies.
Influence decision-making by balancing operational needs with financial objectives.
Drive alignment among stakeholders and advocate for solutions that support both commercial and financial success.
Ensure labor planning and scheduling practices comply with federal, state, and local labor regulations.
Partner with HR and Legal to implement policy updates and maintain operational compliance.
Support payroll and attendance policy adherence across the organization.