Workforce Planning & Operations Manager - Stores

JCrew•New York, NY

8d•$97,600 - $126,300•Hybrid

About The Position

J.Crew is seeking a collaborative, analytical and detail-orientated Workforce Planning & Operations Manager to join our team to manage Store Payroll and Workforce Efficiencies. The role involves full ownership of the store payroll cycle, designing labor models, and acting as the business owner for scheduling and hiring systems. This position requires someone who can partner with cross-functional teams, including Finance, HR, and Field Leadership, to drive store profitability and operational efficiency while maintaining compliance with predictive scheduling laws.

Requirements

3-5 years of experience in retail workforce management, labor planning or store operations, preferably in a multi-unit, high-volume environment.
Proven experience owning or managing a payroll/labor budget, including forecasting and variance analysis.
Hands-on experience with a workforce management platforms (Dayforce, UKG/Kronos, Legion or similar).
Advanced Excel skills (pivot tables, lookups, modeling); experience with Power BI or similar BI tools.
Clear communicator who can turn data into recommendations for both senior leaders and store teams.
Strong organizational skills and comfort managing multiple projects with competing timelines.

Nice To Haves

Prior store, district or field leadership experience.
Experience building labor models or labor standards.
Working knowledge of predictive scheduling and Fair Workweek requirements.
Workday experience.
BS in Business Administration, Finance or a related field.

Responsibilities

Own the full store payroll cycle, from setting annual budgets to forecasting hours, wage rates and dollars each month.
Partner with FP&A to track payroll expense, explain variances and respond to sales and workload trends so stores stay on budget.
Monitor labor cost and controllable expenses against plan and recommend actions that support store profitability.
Partner with senior leadership to design, run and measure payroll tests and labor investments.
Build and maintain the store labor model, including labor standards, workload drivers and staffing tiers by store volume and format.
Set and maintain scheduling guidelines that put hours where they matter most for customers and sales.
Ensure scheduling practices comply with predictive scheduling and Fair Workweek laws in partnership with HR and Legal.
Act as the go-to expert for Dayforce scheduling, coaching field leaders and store managers.
Partner with Field Leadership on store census and staffing recommendations.
Support New Store Opening teams with labor plans and staffing models for new locations.
Act as the business owner for store scheduling and hiring systems (Dayforce, Workday).
Own labor KPIs and keep reporting accurate and easy to use for every level of leadership.
Deliver ad-hoc analysis as needed.
Find workforce efficiency opportunities, then pilot, train on and track them across the fleet.
Partner cross-functionally with Compensation, Finance, HR, Payroll, Communications and New Store Opening teams.