Workforce Strategy Manager

Welcome to Ross Stores, Inc., where our differences make us stronger… At Ross and dd’s, inclusion is a way of life. We care about our Associates and the communities we serve and we value their differences. We are committed to building diverse teams and an inclusive culture. We respect and celebrate the diversity of backgrounds, identities, and ideas of those who work and shop with us. Come join us as we continue our diversity, equality and inclusion journey!

GENERAL PURPOSE:

The DC Workforce Strategy Manager ensures that Ross DCs have the right talent with the right skills in place to meet business demand. Their scope of work covers everything from analyzing and forecasting the talent that Ross DCs need to execute its business strategy to delivering competitive intelligence, analytics and insights to leadership to improve decision making. The manager also ensures each Ross DC has the right skill sets and capabilities needed to progress Ross' business agenda.

ESSENTIAL FUNCTIONS:
  • Continually track competitive intelligence (i.e. wages, attendance policies, retention initiatives) for companies located near Ross DCs and deliver updates to Compensation
  • Partner with DC leadership to ensure each Ross DC is adequately sourcing talent to meet business demand
  • Develop strategy to identify and address gaps in talent needs based on Ross' DCs strategy
  • Forecast short-term and long-term supply and demand on an ongoing basis by workforce given historic talent metrics (e.g., turnover), macroeconomic conditions (e.g., unemployment rates), and expected business results (e.g., anticipated volume)
  • Develop strategies to optimize workforce scheduling and effectively deploy resources at a reduced cost to the business
  • Consolidate and analyze data from various sources to recommend solutions that address existing talent management and talent acquisition needs
  • Track how external factors impact skill requirements and proactively implement strategies (e.g., reskilling, upskilling) to address issues
  • Anticipate critical workforce issues and design targeted initiatives for each talent segment to help maximize workforce performance
  • Consult with DC leadership to understand specific DC needs across regions and talent segments; coordinate with HRBPs and HR Services to drive accountability for delivering quality talent initiatives
  • Support the analysis to drive the opening of new DC locations, including conducting location strategy analysis and creating visibility into local talent pools
  • Evaluate the effectiveness of workforce strategy programs and initiatives; continuously recalibrate and refine strategies based on business objectives


COMPETENCIES:
  • Drive for Results
  • Plans, Aligns, and Prioritizes
  • Analysis and quality decision making
  • Ensures Accountability and Execution
  • Communicates Effectively
  • Organizational Agility
  • Manages Conflict
  • Business Acumen


QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

  • BS/BA required in HR, business, or relevant field
  • 8+ years of relevant experience in HR, with 5 years of experience in Workforce Planning required
  • Project Management experience preferred
  • Knowledge of workforce supply and demand processes; understanding of unique talent needs of each workforce
  • Ability to synthesize data from multiple sources and draw conclusions that lead to improved decisions
  • Skilled in forecasting optimal workforce outcomes by running predictive statistical models
  • Understanding of how external factors impact HR and business strategies, with the ability to source and interpret data from external sources to support internal metrics (market data, industry benchmarks, regulatory requirements)
  • Ability to understand skills and proficiency levels required by job type
  • Understanding of how market, business, regulatory, and workforce developments impact workforce strategies
  • Understanding of internal Ross objectives, HR leading practices, external trends, principles and methods across the talent lifecycle
  • Understanding of Ross' business strategy and the Distribution Center environment
  • Ability to simplify complex concepts and articulate findings to key stakeholders
  • Ability to understand the priorities of different stakeholders and ensure talent strategies meet their needs


PHYSICAL REQUIREMENTS/ADA:

Job requires ability to work in an office environment, primarily on a computer.

Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.

Consistent timeliness and regular attendance.

Vision requirements: Ability to see information in print and/or electronically.

Some travel required.

SUPERVISORY RESPONSIBILITIES:

None at this time

DISCLAIMER

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.