Michael Kors Senior Manager, Retail Workforce Management

About Michael Kors

Michael Kors is an internationally recognized luxury fashion brand and lifestyle label, marketed globally across apparel, accessories and fragrances. As part of Capri Holdings, Michael Kors operates within a portfolio of premium fashion houses and emphasizes design-led product, elevated retail experiences and a fast-paced, customer-centric retail network.

Michael Kors is hiring a Senior Manager, Retail Workforce Management to lead North America workforce-management technology, labor forecasting, scheduling strategy, reporting, and incentive-payroll governance across stores. The role guides cross-functional workforce initiatives and advises retail leadership on labor investment, productivity, and workforce technology. Compensation is $125,000–$137,000 annually.

Role & Responsibilities

• Own the retail business relationship for the Legion workforce-management platform, including forecasting, scheduling, time and attendance, labor reporting, and related integrations.
• Own the workforce-management enhancement roadmap, prioritizing improvements by business impact, field feedback, system stability, compliance requirements, and user experience.
• Partner with Technology, HR, Payroll, Finance, and external vendors on system 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 to 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 and process-improvement opportunities.
• Lead seasonal planning, monthly forecasting, and in-period labor reforecasting 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, highlighting risks, opportunities, root causes, and recommended actions.
• Develop scorecards and key performance indicators linking 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.
• 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.
• 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.
• Advise 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.

Qualifications

• Bachelor’s degree in Business, Finance, Operations, Analytics, Human Resources, Industrial Engineering, or a related field, or equivalent relevant experience.
• At least 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; Legion experience 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.

Skills

Experience

At least 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.

Education

Bachelor’s degree in Business, Finance, Operations, Analytics, Human Resources, Industrial Engineering, or a related field, or equivalent relevant experience.

Workplace

Compensation

The base compensation for this position ranges from USD 125,000 to USD 137,000 per annum.

Benefits

Generous paid time off and holiday calendar; Summer Fridays; internal mobility across brands; cross-brand discount; exclusive employee sales; Fav 5 Cards discount for friends and family; 401(k) match; paid parental leave; Thrive Wellness Program; commuter benefits; gym discounts.

Culture

Michael Kors fosters a design-driven, service-oriented retail culture that blends creative energy with commercial discipline. Teams work in a fast-paced, international environment where collaboration, attention to detail and polished client service are highly valued.

About Cerulean

Cerulean is the definitive career portal for the global luxury industry. We match exceptional professionals with exclusive opportunities at the world's most prestigious brands. From haute couture and fine watchmaking to prestige beauty, hospitality, and boutique retail, Cerulean centralises luxury employment to help you find the career for which you were destined.