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This role is responsible for the labor generation allocation and design. This will involve overseeing multiple departments within Walmart stores to ensure the departments have proper guidance and are developing and maintaining business rules to best support stores. Support the development and execution of long-term workforce strategies, aligning labor allocation with company goals, budget constraints, and operational needs. Provides support by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning. Support in the management of the labor generation budget allocations; ensuring that labor costs are in line with financial goals and targets. Track and report on key financial metrics related to labor costs, productivity, and efficiency, and recommend adjustments to senior management to meet budgetary constraints. Support the continuous improvement of workforce management processes, including methodologies to drive efficiency or increase employee satisfaction. Stay current on industry best practices, emerging trends, and technologies to ensure the organization is using the most effective systems for scheduling, labor analytics, and labor generation. Ensure that labor management practices comply with all local, state, and federal labor laws, as well as any union agreements or contractual obligations. Proactively identify and mitigate risks related to labor shortages, workforce imbalances, or compliance issues. Support the culture of adaptability within the workforce management team to support organizational changes and respond to shifting business needs. Work closely with HR, Operation, and cross functional teams to address workforce concerns related to scheduling, work-life balance, and other factors that impact employee satisfaction. Monitor employee engagement metrics related to workforce scheduling and allocation, and work proactively to improve store morale and retention rates. Support the environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.
