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Job description
About the Role
As the Director of Store Labor Strategy, Performance & Workforce Management, you will own the strategy, standards, systems and execution processes that translate Coach North America’s labor investment into selling capacity, customer experience, and profitable store performance. Reporting to the Vice President of North America Finance, you will partner closely with Retail Operations and lead a cross‑functional team focused on optimizing labor processes through automation, budgeting, forecasting, and reporting.
Key Responsibilities
Store Labor Strategy & Framework Own the business framework linking store labor to sales growth and customer conversion.
Define and maintain the four labor buckets—base, demand‑driven, investment, and exception—establishing clear financial guardrails and decision rights.
Develop ROI frameworks that enable the organization to evaluate labor as a profit investment, not just a cost to control.
Partner with Finance and Retail Operations to align labor planning with sales forecasts, payroll targets, and business priorities.
Provide labor, productivity, and operating assumptions that inform store fleet decisions including new stores, remodels, and relocations.
Labor Standards & Workforce Management Implement and maintain a demand‑driven labor model that reflects selling requirements, customer traffic patterns, operational workload, and store complexity.
Define labor requirements across all major work roles and establish clear distinction between selling and non‑selling labor.
Own all business rules and labor logic within the workforce management platform.
Partner with Retail Operations, Field Leadership, HR, Analytics, and Technology to keep workforce management processes accurate and scalable.
Regularly recalibrate standards based on store activity, business performance, field feedback, and operational change.
Labor Deployment, Performance & Execution Governance Conduct day‑ and hour‑level analysis to optimize labor allocation.
Define operating routines that translate labor standards and demand forecasts into effective store schedules.
Establish governance for labor exceptions, schedule overrides, and unplanned needs.
Monitor the labor execution chain—from planned hours to actual selling coverage—and diagnose breakdowns.
Build reporting and feedback loops that give field leaders actionable visibility into labor productivity, selling coverage, conversion performance, and payroll adherence.
Design and run structured labor pilots with defined hypotheses, control groups, success metrics, and criteria for invalidation.
Lead continuous improvement of workforce planning, scheduling, payroll forecasting, and labor deployment processes across the fleet.
Planning, Incentives & Cross‑Functional Alignment Collaborate with Finance, Retail Operations, HR, and Store Leadership to integrate labor requirements into annual planning, forecasts, and business reviews.
Co‑own store‑level bonus targeting by providing labor productivity and operational performance input.
Communicate labor strategy, model logic, and performance insights clearly to finance, field, and senior leadership.
Qualifications
Deep experience building retail labor models from raw inputs, demonstrating ability to implement and maintain a demand‑driven model at scale.
Fluency in work driver architecture: selling, BOH, task, and census planning.
Proven track record of earning trust across finance, operations, and field simultaneously.
Strong ability to run structured pilots and interpret results with statistical credibility.
Proficiency with workforce management platforms and their reporting modules; hands‑on WFM platform experience at scale.
Experience leveraging AI or advanced analytics tools to enhance analysis, automate workflows, or improve business outcomes.
Strong analytical capability at the day and hour level; comfort with large datasets and BI tools.
10+ years in retail labor planning, workforce management, or related operational and financial roles.
Proficiency in Excel; experience with demand‑driven scheduling platforms.
Compensation & Benefits
Base Pay Range: $170,000.00 – $185,000.00
Benefits: Medical insurance, Dental insurance, Vision insurance, 401(k), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance, and Tuition assistance. For a complete list of U.S Corporate Compensation & Benefits, visit our website.
Equal Opportunity Employer
Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally‑recognized protected basis prohibited by applicable law.
Americans with Disabilities Act (ADA)
Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at or
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Worksite address
new york, NY, 10261, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.