Senior Manager, Retail Workforce Management

Michael Kors is always interested in hearing from talented, globally-minded individuals with a passion for fashion.

If you enjoy working in a creative, fast-paced environment, then we would love to hear from you!

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Who You Are:

You are a strategic, analytical, and collaborative retail leader who understands how workforce planning, labor investment, and scheduling decisions influence sales, profitability, customer experience, and employee engagement. You are comfortable operating in a fast-paced environment and translating complex workforce and financial data into clear recommendations for senior executives, field leaders, and cross-functional partners.

You balance long-range planning with hands-on execution. You can move effectively between labor-model design, forecasting, system optimization, field support, and executive communication. You are also an effective people leader who establishes clear priorities, concise communication, and builds strong partnerships across Retail Operations, Finance, Human Resources, Compensation, Payroll, Technology, and Field Leadership.

The Senior Manager, Retail Workforce Management will support the North America workforce-management function. This role will own WFM technology, labor forecasting, scheduling strategy and reporting to ensure labor is deployed effectively across stores. The Senior Manager will help the organization balance customer demand, brand standards, employee needs, payroll expense, and store profitability.

What You’ll Do:

WFM Systems, Data, and Automation

• Serve as the retail business owner for the workforce-management platform (Legion) , including forecasting, scheduling, time and attendance, labor reporting, and related integrations.
• Own the WFM enhancement roadmap, prioritizing improvements based on business impact, field feedback, system stability, compliance requirements, and user experience.
• Partner with Technology, HR, Payroll, Finance, and external vendors on configuration, testing, releases, integrations, issue resolution, and continuous improvement.
• Establish governance for system configuration, user access, data integrity, release validation, and business-process changes.
• Lead user-acceptance testing and operational readiness for new functionality, policy changes, integrations, and system releases.
• Build or oversee scalable tools and automated reporting that reduce manual work and improve the timeliness and accuracy of workforce decisions.
• Define business requirements and validate that system functionality reflects store operations and frontline scheduling needs.
• Track system adoption, scheduling behaviors, exceptions, and recurring support issues to identify training or process-improvement opportunities.

Forecasting, Budgeting, and Payroll Management

• Lead seasonal planning, monthly forecasting, and in-period labor reforecasting in partnership with Finance and Field Leadership.
• Establish forecast assumptions, planning calendars, approval processes, and store performance across the retail organization.
• Monitor actual and projected payroll performance, worked hours, average hourly rate, overtime, staffing levels, schedule effectiveness, productivity, and labor-model compliance.
• Create actionable reporting for stores, field leaders, and corporate executives that highlights risks, opportunities, root causes, and recommended actions.
• Develop scorecards and key performance indicators that connect labor deployment to traffic, conversion, sales, units per transaction, customer experience, and profitability.
• Perform complex and ad hoc analysis for retail executives, translating findings into concise recommendations and implementation plans.

Scheduling and Field Execution

• Establish scheduling principles and operating standards that align staffing with customer demand, workload, operating hours, leadership coverage, and employee availability.
• Partner with field leaders to identify scheduling and payroll opportunities at store, district, region, and fleet levels.
• Develop processes for managing seasonal peaks, new-store openings, store renovations, special events, temporary closures, and other changes in store demand.
• Create practical tools, communications, and decision frameworks that enable store and field leaders to manage labor effectively.
• Measure the effectiveness of workforce initiatives after implementation and adjust models, standards, or training based on results.
• Incentive Compensation and Payroll Governance
• Oversee the operational administration and financial validation of field commission, bonus, contest, and other retail incentive programs.
• Partner with Compensation, Finance, Accounting, HR, and Payroll to evaluate program design, calculate payments, validate results, and support accurate journal entries.
• Implement controls, documentation, and reconciliation processes that improve payroll and incentive accuracy.

Leadership and Cross-Functional Influence

• Serve as a strategic advisor to Retail Operations and senior leadership on labor investment, staffing, productivity, and workforce technology.
• Influence decisions across Retail Operations, Finance, HR, Payroll, Compensation, Technology, and Field Leadership through structured analysis and clear communication.
• Lead cross-functional workforce initiatives from business case and design through implementation, change management, measurement, and stabilization.
• Present workforce strategies, performance results, risks, and recommendations to executives and field leadership.

You’ll Need to Have:

• Bachelor's degree in Business, Finance, Operations, Analytics, Human Resources, Industrial Engineering, or a related field, or equivalent relevant experience.
• 8+ years of progressive experience in workforce management, retail operations, labor planning, finance, analytics, or a related discipline.
• Significant experience supporting a multi-unit retail, apparel, luxury, specialty, hospitality, or comparable field-based organization.
• Demonstrated experience with labor modeling, budgeting, forecasting, scheduling, productivity analysis, and payroll management.
• Hands-on experience managing or serving as a business owner for a workforce-management platform; experience with Legion is strongly preferred.
• Advanced Excel skills, including the ability to develop scalable forecasting, modeling, validation, and decision-support tools.
• Experience with business-intelligence and visualization tools such as Power BI, MicroStrategy, Tableau, or similar platforms.
• Strong understanding of data governance, systems testing, process controls, and reporting accuracy.
• Demonstrated ability to translate complex analysis into clear executive-level recommendations.
• Strong program and project-management skills, with the ability to manage multiple priorities and cross-functional workstreams.
• Ability to travel to retail locations as business needs require.

MK Perks:

• Generous Paid Time Off & Holiday Calendar
• Summer Fridays
• Internal Mobility Across Brands
• Cross-brand Discount
• Exclusive Employee Sales
• Fav 5 Cards (MK Discount for friends and family)
• 401k Match
• Paid Parental Leave
• Thrive Wellness Program
• Commuter Benefits
• Gym Discounts

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The Company is an equal employment opportunity employer. The Company’s policy is not to unlawfully discriminate against any applicant or employee on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, age, military status, disability, genetic information or any other consideration made unlawful by applicable federal, state, or local laws. The Company also prohibits harassment of applicants and employees based on any of these protected categories.

At Capri Holdings Limited, we are committed to providing a fair and accessible recruitment process. If you require a reasonable accommodation for the interview or application process, please contact our Talent Acquisition team at [email protected].

In compliance with certain Pay Transparency laws, employers are required to disclose a compensation range. The range for this position will vary based on role requirements, skill set, and years of experience. Please note that for salaried roles, the figures reflect full-time equivalency, while for hourly roles, the figures represent the applicable hourly rate.

Compensation Range: