This position is responsible for the operation of the Labor Allocation department within the WFM team, expected to lead through influence and drive a broader workforce strategy to improve productivity and cost efficiency at the organizational level. An individual in this position will be expected to perform additional job-related responsibilities and duties as assigned and/or necessary.

Essential Functions

An individual must be able to successfully perform the essential functions of this position with or without a reasonable accommodation.

Responsible for the Labor generation team on the WFM team; overseeing all departments within the store to ensure the team has clear direction, proper guidance, and are developing and maintaining business rules to best support stores.

Lead the development and execution of long-term workforce strategies, aligning labor allocation with company goals, budget constraints, and operational needs. Analyze business growth projections, market trends, and other factors to forecast future workforce needs and develop proactive staffing strategies.

Manage and mentor a team, providing leadership, guidance, and support for their professional growth. Set performance goals and expectations for team members, conduct performance reviews, and foster a culture of accountability and continuous improvement. Develop training programs for staff and ensure that best practices in workforce management are being followed across all levels.

Provides overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning.

Manage the workforce management budget, ensuring that labor costs are in line with financial goals and targets. Track and report on key financial metrics related to labor costs, productivity, and efficiency, and recommend adjustments to senior management to meet budgetary constraints.

Lead the continuous improvement of workforce management processes, including the implementation of new technologies, software, or methodologies to drive efficiency. Stay current on industry best practices, emerging trends, and technologies to ensure the organization is using the most effective systems for scheduling, labor analytics, and forecasting.

Ensure that labor management practices comply with all local, state, and federal labor laws, as well as any union agreements or contractual obligations. Proactively identify and mitigate risks related to labor shortages, workforce imbalances, or compliance issues.

Lead change initiatives related to workforce management processes, including the rollout of new tools, systems, or organizational changes, ensuring that transitions are smooth and well-communicated. Foster a culture of adaptability within the workforce management team to support organizational changes and respond to shifting business needs.

Work closely with HR and BOS teams to address workforce concerns related to scheduling, work-life balance, and other factors that impact employee satisfaction. Monitor employee engagement metrics related to workforce scheduling and allocation, and work proactively to improve morale and retention rates.

Develop and implement contingency plans to address unexpected workforce shortages, high absenteeism, or other operational disruptions. Lead the team in responding to labor-related crises, ensuring that the organization can continue to meet operational demands despite challenges.

Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent.

Cultivates an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.

Leadership Expectations

An individual must be proficient in each of the competencies listed below to successfully perform the responsibilities of this position

Talent Management: Creates a discipline and focus around developing talent, builds the talent pipeline, fosters an environment allowing everyone to bring their best selves to work, empowers associates and partners to act in the best interest of the customer and company, and regularly recognizes others' contributions and accomplishments.

Collaboration & Influence: Builds strong and trusting relationships with team members and business partners; works collaboratively and cross-functionally to achieve objectives; and communicates with energy and positivity to motivate, influence, and inspire commitment and action.

Diversity, Equity & Inclusion: Supports strategies and drives initiatives that attract and retain diverse and inclusive talent; builds high-performing teams; embraces diversity in all its forms; and actively supports diversity goal programs.

Strategic Thinking: Adopts a holistic perspective that considers data, analytics, customer insights, and different parts of the business when making plans and implementing strategies. Pushes the Labor Allocation team further through a clear vision and strategy that is designed to best support the stores and the future of Walmart.

Curiosity & Courage: Demonstrates curiosity and a growth mindset; fosters an environment that supports learning, innovation, and intelligent risk-taking; and exhibits resilience in the face of setbacks. Drives continuous improvements and supervises the adoption of new technology.

Servant Leadership: Acts as an altruistic servant leader and is consistently humble, self-aware, honest, and transparent.

Culture Champion: Models the Walmart values to foster our culture; holds oneself and others accountable; and supports Walmart's commitment to communities, corporate social responsibility, and sustainability; maintains and promotes the highest standards of integrity, ethics and compliance.

Physical Activities

The following physical activities are necessary to perform one or more essential functions of this position.

• Reads information, often in small print.
• Visually verifies information, often in small print.
• Creates documents, reports, etc., using a writing instrument (such as a pencil or pen) or computer. Communicates effectively in person or by using telecommunications equipment.
• Presents information to small or large groups and individuals. Enters and locates information on computer.
• Observes associate, customer, or supplier behavior.

Entry Requirements

Minimum Qualifications

• • Bachelor’s degree in computer science, industrial engineering, or relevant experience
• • 10+ years of experience in WFM/HCM/WL/WLM or other relevant platforms in Retail or Supply Chain
• • Experience with labor management, forecasting, scheduling, budgeting, payroll, and task management systems
• • Knowledge of core IE principles, including Labor Standards, MOST, time studies helpful
• • Demonstrates Excel-based abilities, including data analysis and data manipulation techniques in support of translating client data into system requirements

Preferred Qualifications

• • 7+ years’ experience in Workforce Management Solutions
• • Retail-related experience
• • Familiarity with business intelligence platforms and solutions
• • Developing knowledge of change management principles and ability to create influence in implementing recommended solutions
• • Demonstrates initiative, responsibility, analytical thinking, and efficient problem-solving skills