Field HR Ops Manager, Business Operations

Position Overview As Burlington continues to grow and expand our store footprint, we are committed to building strong, execution-focused HR support for our field teams to deliver a seamless associate and customer experience. The Manager, Field HR Operations (Business Operations) leads the planning and execution of complex, large-scale staffing and talent-placement initiatives that impact our store organization — from new store openings, remodels and closures to seasonal peak hiring, staffing model updates, and competitive-wage analysis. This role serves as a cross-functional connector between Field HRBPs, Store Operations & Asset Protection, Compensation, Talent Acquisition, and HR COEs, driving alignment, operational excellence, and effective workforce planning across the organization. The role also provides leadership and development to a Field HR Ops Coordinator supporting these initiatives. A Day in the Life New Store & Staffing Operations Lead labor and store talent placement planning for new store openings, closings, and remodels, ensuring alignment with Field HR, Store Operations, and the New Store team on timing and readiness. Own the Staffing Models process (new store, seasonal, and spring/fall updates): align with Store Operations and asset protection on update timing, assess volume shifts and their impact, compare current to proposed models, and communicate changes to field leaders for feedback. Direct execution of staffing model role changes and position eliminations, including process oversight and change management. Peak / Seasonal Planning Lead Holiday Peak Planning, hiring, and destaffing: update the peak playbook, align the team on approach, and set standardized timing for hiring events in partnership with HRIS and Talent Acquisition. Build and present staffing decks for executive leadership approval, and set up the process to identify and deploy Talent Captains, including training coordination with RHRMs. Set up and oversee the destaffing plan and execution, including communication and follow-up through close-out. Competitive Wage Serve as a key partner to Compensation and Talent Acquisition to evaluate in-hire rate structures and recommend competitive-wage adjustments, including for new store markets. Run the quarterly competitive-wage process: align on budget with Store Operations, analyze prior-year approach, build recommendation decks, and finalize proposals with senior stakeholders. Business/Role SOPs & Pilot Programs Own Business/Role SOP documentation, including role changes, reporting-structure updates, and related field communication. Lead field execution of pilot programs and other ad hoc business operation initiatives. Identify opportunities to streamline HR operational processes, improve efficiencies, and enhance associate and field leader experience. Team Leadership & Field Support Lead and coach the Field HR Ops Coordinator supporting new store and competitive-wage administration. Act as subject matter expert in store talent systems and tools, ensuring accurate data and consistent utilization across the field. Maintain open lines of communication with Field HRBPs, sharing updates and guidance on talent-related operational initiatives. Collaborate with business units to ensure alignment and compliance with workforce planning initiatives. You'll Come With 5+ years of experience in field HR, workforce planning, or HR operations in a multi-unit retail environment; prior people-leadership experience preferred. Proven ability to lead cross-functional initiatives with strong coordination and project management skills. Strong working knowledge of HR systems, data tools, and talent/staffing planning platforms. Exceptional written and verbal communication skills, including the ability to influence stakeholders and develop executive presentations, business recommendations, and field-facing communications. Ability to simplify complex operational concepts into clear, actionable messaging for diverse audiences. Detail-oriented, with a strong ability to execute in fast-paced, high-growth environments. Experience working with Store Operations, Asset Protection, and corporate COEs in an HR support capacity. Demonstrated experience leading large-scale, cross-functional workforce planning or operational initiatives involving multiple stakeholders, tight timelines, and competing business priorities. Strong analytical and problem-solving skills, with the ability to interpret workforce and business data and translate insights into actionable recommendations. #LI-KG2 Come join our team. You’re going to like it here! You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan. We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location. Compensation Range: $95,000.00 - $125,000.00