Retail Workforce Management Lead

WHY JOIN ALO?

Mindful movement. It’s at the core of why we do what we do at ALO—it’s our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That’s the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life.

OVERVIEW

The Retail Workforce Management Lead plays a critical role in translating labor data into clear, actionable insights that inform retail decision‑making. This role owns core labor reporting and analysis, connecting labor budgets to actual performance to explain how and where labor is being spent across the retail fleet.

This position partners closely with Workforce Management, Retail Operations, Finance, and HR to ensure labor investment is understood, optimized, and aligned with business priorities. The ideal candidate is highly analytical, detail‑oriented, and skilled at turning complex workforce data into compelling, executive‑ready narratives.

RESPONSIBILITIES  

• Build and maintain the weekly retail labor report, providing visibility into staffing levels, labor spend, productivity, and key drivers of variance.


• Develop and deliver a monthly labor walk that connects budget to actuals, clearly explaining where labor is being spent, why variances exist, and what actions are recommended.


• Partner with Finance and Workforce Management to ensure labor reporting aligns with budget assumptions, forecasts, and business plans.


• Own monthly retention and turnover reporting, identifying trends, risks, and opportunities across regions, stores, and roles.


• Maintain the retail staffing census, ensuring accurate and timely tracking of headcount, vacancies, and hiring progress.


• Assess and monitor Legion forecast accuracy, identifying gaps between forecasted and actual demand and recommending improvements to labor and forecasting models.


• Own the shipment units received forecast, ensuring the correct workload hours are loaded to each store to support receiving and back‑of‑house labor needs.


• Produce clear, concise reporting and insights for leadership, translating labor data into stories that support operational and financial decision‑making.


• Collaborate cross‑functionally with Retail Operations, HR, Finance, Payroll, and Technology to ensure data accuracy and consistency across systems.


• Support continuous improvement of labor reporting processes, dashboards, and metrics as the retail fleet scales.

QUALIFICATIONS

• Bachelor’s degree in Business, Analytics, Operations, Finance, or a related field.


• 2-4 years of experience in workforce management, labor analytics, retail operations analytics, or a related field.


• Strong analytical skills with the ability to interpret large datasets and identify meaningful trends and insights.


• Experience building recurring operational and financial reports, including variance analysis and executive‑level summaries.


• Working knowledge of workforce management concepts such as forecasting, scheduling, productivity, and labor modeling.


• Experience with workforce management systems; Legion experience strongly preferred.


• Advanced Excel skills including Excel Power Query.


• Strong written and verbal communication skills, with the ability to clearly explain labor drivers to non‑technical audiences.


• Highly organized, detail‑oriented, and comfortable working in a fast‑paced retail environment.

The base salary range for this position is $105,000-$120,000 per year which represents the current range for the base salary for this exempt position. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. As such, on occasion and when applicable, there is the possibility that the final, agreed-upon base salary may be outside of the upper end of the range. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a PTO policy, and many other progressive benefits.