Manager of Retail Workforce Planning & Analytics

Manager Of Retail Workforce Planning & Analytics

At L.L.Bean, we believe the outdoors brings out the best in all of us. We are committed to fostering a culture of belonging and creating safe, inclusive spaces where everyone feels welcome—both here and Outside. We value individual differences and are dedicated to maintaining an inclusive work environment where everyone can bring the best of their experience and talents and truly thrive.

L.L.Bean is seeking a Manager of Retail Workforce Planning & Analytics to join our Retail Home Office team, based at our corporate headquarters in Freeport, Maine.

At L.L.Bean, we're growing and expanding our retail footprint as we bring new brick-and-mortar stores to more communities across the country. Guided by our belief in the restorative power of the outdoors, we're creating spaces where people can connect with nature, gear up for adventure, and feel part of something bigger.

Position

Purpose:

This role leads workforce planning, labor strategy, scheduling standards, analytics, and related financial planning across L.L.Bean Retail and Outlet Stores. The position owns labor models, budgeting inputs, workforce tools, productivity insights, and G&A planning support, ensuring resources align with customer demand, store workload, operational priorities, and financial targets.

This role is based in Freeport, Maine and is not a remote position.

Responsibilities:

Labor Strategy & Workforce Planning

• Owns the store labor model, including labor hours, staffing mix, store tiering, seasonal strategies, and role-based staffing needs.
• Develops labor standards and resourcing assumptions by store format, volume, season, workload, and operating model.

Workforce Analytics & Productivity

• Owns workforce performance metrics, including sales per labor hour, labor percent to sales, productivity, and labor utilization.
• Analyzes trends and translates insights into reporting that supports operational, financial, and field leadership decisions.

Scheduling Standards & Optimization

• Defines scheduling standards, coverage models, and peak staffing guidelines aligned to demand, workload, and service expectations.
• Creates resources and partners with Store Operations and Field Leadership to improve scheduling effectiveness.

Initiative Impact & Capacity Planning

• Assesses labor, workload, staffing, and capacity impacts of initiatives, including technology rollouts, operational changes, training, and process updates.
• Provides recommendations on labor allocation, timing, workload tradeoffs, and go/no-go decisions.

Budgeting & Financial Ownership

• Leads annual and in-year labor budgeting, forecasting, and reforecasting based on sales plans, workload, workforce trends, and financial targets.
• Partners with Finance to monitor labor spend, support P&L alignment, and evaluate labor investment scenarios.
• Creates and owns G&A budgeting with Finance for all stores and the Retail Home Office.

Cross-Functional Partnership

• Serves as the primary workforce planning partner to Finance, Store Operations, and Field Leadership on labor and G&A budget management.
• Builds feedback loops with Regional, District, and Store Leadership to validate assumptions, identify execution risks, and ground plans in store needs.
• Translates workforce, labor, and G&A insights into actions that support budget management, productivity, and field execution.

Tools & Systems Ownership

• Owns workforce management tools, including scheduling, forecasting, labor planning, and Dayforce-related processes.
• Partners with IS, Store Operations, Field Leadership, and Retail Communications to maintain tools, support adoption, and improve system effectiveness.
• Creates and maintains Excel-based models for ad-hoc labor projections, staffing scenarios, productivity analysis, G&A planning, and decision support.
• Uses SAP to monitor G&A spend, account activity, expense coding, budget risks, and variances.
• Audits workforce data to support reliable forecasting, reporting, scheduling, and decision-making.

People Leadership

• Leads through indirect influence with Finance, Field Leadership, Store Operations, and cross-functional partners.
• Develops peers, partners, and direct reports by building…