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Manager, Retail Sales & Workforce Planning - NAM

Arc'teryxData & Analytics
Salary
CA$108K–CA$142K
Hiring from
Canada
Work type
Hybrid
Posted
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Your Opportunity at ARC’TERYX:

As the Manager, North America Retail Planning, you will play a critical role in driving profitable growth through integrated sales, labour, and headcount planning across our North America retail business. You will build and lead a retail planning capability that connects Financial Planning, Merchandising, Retail Operations, Brand Marketing, Omnichannel, Ecommerce, and People & Culture into one aligned planning process.

Reporting to the Director, Retail Capabilities, you will own the development and execution of the North America bottom-up retail sales forecast and translate expected demand into daily store sales, labour, and headcount requirements. While Financial Planning owns the top-down financial targets and annual financial plan, you will connect market dynamics, guest demand, omnichannel performance, merchandising strategies, store performance, and operational inputs into actionable regional, area, and store-level plans. You will reconcile these forecasts with financial targets, make risks and opportunities visible, and recommend actions that balance growth, profitability, workforce productivity, and guest experience.

You will partner closely with leaders across the business to ensure plans reflect product launches, brand campaigns, inventory availability, traffic patterns, store openings, seasonal peaks, workload requirements, and evolving guest behaviours. You will establish the models, tools, governance, and ways of working that give leaders a clear view of future demand, workforce capacity, and investment needs.

Success in this role requires strong commercial acumen, analytical rigour, exceptional stakeholder management, and the ability to translate complex insights into practical decisions. You will build and develop a team of three to four direct reports and enable retail leaders to turn plans into effective store execution.

This role is based in North Vancouver, BC and operates in a hybrid work environment. Given the highly collaborative nature of this position, regular in-person partnership is essential, with an expectation of working from the North Vancouver office approximately three to four days per week.

Meet Your Future Team:

The Global Retail Capabilities team defines and delivers the global roadmap of systems, programs, and operating models that enable Arc’teryx’s long-term retail strategic plan. We sit at the intersection of strategy, product, and execution, translating business priorities and store needs into clear roadmaps, investment priorities, and delivered outcomes in stores.

We own the work from strategy and roadmap creation through delivery and execution, partnering closely with Product, Retail Operations, Technology, Financial Planning, and cross-functional teams across the business. Together, we build scalable capabilities that support our store teams, elevate the guest experience, and enable retail performance and growth.

If you were in the Manager, North America Retail Planning role now, here are some of the core activities you would be doing:

  • Owning the execution of the North America bottom-up retail sales forecast, creating regional, area, store-level, and daily sales plans across annual, seasonal, monthly, weekly, and daily planning horizons
  • Partnering with Financial Planning and Retail Operations to reconcile bottom-up sales forecasts with top-down financial targets, identify gaps, and recommend actions to address risks and opportunities
  • Developing forecasting models and scenario analyses using historical performance, guest demand trends, omnichannel performance, ecommerce activity, brand campaigns, traffic, conversion, average transaction value, seasonality, and operational inputs
  • Collaborating with Merchandising, Ecommerce, Omnichannel, and Brand Marketing to integrate store and digital demand, assortment strategies, product launches, inventory availability, campaigns, and fulfilment activity into the sales plan
  • Developing and owning daily sales plans, and daily labour plans that incorporate, omnichannel demand, workload, service standards, and productivity targets into required labour hours and associated costs by region, area, and store
  • Establishing and maintaining labour standards, workload assumptions, and coverage requirements that reflect store format, operating hours, and both guest-facing and operational activities
  • Building rolling store headcount plans by location and role, accounting for growth, new store openings, seasonality, attrition, hiring lead times, employee mix, and budget constraints
  • Creating integrated sales, labour, and headcount scenarios that identify capacity gaps, investment requirements, productivity opportunities, and operational risks, and translating them into clear recommendations for leadership
  • Partnering with Retail Operations, People & Culture, and Talent Acquisition to translate labour and headcount plans into scheduling guidance, hiring priorities, and workforce actions
  • Reviewing actual sales, labour costs, and staffing against plan, explaining variances, and updating forecasts and resourcing recommendations as business conditions evolve
  • Partnering with Retail Operations leaders to validate planning assumptions against the operational calendar, understand execution challenges, and incorporate field feedback into future plans
  • Leading cross-functional planning discussions that align stakeholders on assumptions, priorities, trade-offs, risks, opportunities, and required actions
  • Establishing planning calendars, governance, reporting, and business review cadences, with clear measures of forecast accuracy, labour productivity, and staffing capacity
  • Partnering with Analytics to strengthen data quality, identify key business drivers, and improve planning models, tools, and reporting
  • Building, leading, and developing a team of three to four direct reports across sales forecasting, labour planning, headcount planning, reporting, and analytics, including defining responsibilities, hiring talent, setting priorities, and establishing effective ways of working

    • Here are some of the things you could be working on in the future:

  • Partnering with leadership to evaluate how labour and staffing investments influence productivity, profitability, employee experience, and guest experience
  • Supporting long-range planning through growth scenarios, market expansion, new store investments, and the workforce capacity required to deliver our retail strategic plan
  • Advancing forecasting and scenario modelling through predictive analytics, machine learning, and AI-enabled tools where they improve accuracy, reduce manual effort, and enable earlier identification of risks and opportunities
  • Evolving labour standards and staffing models to reflect new store formats, changing guest expectations, and improvements in how work gets done in stores

    • Are you our next Manager, NAM Retail Planning?

  • You have a bachelor’s degree or equivalent practical experience in business, operations, analytics, or a related field
  • You have 5–7 years of experience in retail sales planning, labour planning, workforce planning, retail operations, or related analytical roles
  • You have experience developing retail sales forecasts, labour models, and workforce plans in a multi-store retail environment
  • You have demonstrated people-leadership experience, including building or growing a team, hiring and developing talent, and setting clear priorities
  • You have experience developing store headcount plans and translating demand, labour budgets, productivity assumptions, attrition, and growth plans into location- and role-level staffing requirements
  • You have advanced Microsoft Excel skills, including complex formulas, pivot tables, data modelling, scenario analysis, and the ability to build scalable planning tools
  • You have strong business intelligence capability and experience using reporting and visualization tools, such as Power BI, to turn complex data into clear insights and decisions
  • You have experience with workforce planning or workforce management systems, including forecasting, labour modelling, scheduling, reporting, and system implementation or optimization
  • You are comfortable owning complex assumptions, validating and explaining models, and navigating pushback with clarity and confidence
  • You are analytically strong and able to translate data into practical, operationally sound labour plans
  • You communicate clearly with cross-functional partners and are effective operating in both strategic and execution-focused contexts
  • You are proactive in identifying the root cause of issues and developing solutions
  • You remain highly flexible and adaptable when faced with ambiguity
  • You effectively balance autonomy and collaboration
  • You inspire breakthrough thinking and continuous improvement
  • You seek the best (sometimes not the easiest) solutions, with an unwavering commitment to leaving it better
  • Your passion for your work is paralleled by your passion for getting outside and living it

    • Compensation:

    The salary range for this role is: CAD$108,000 - CAD$142,000

    Total Rewards

    Most new team members join between the start and midpoint of the range, where you can contribute right away while continuing to grow your craft, your collaborations, and your impact at Arc’teryx. This range reflects market alignment and the scope of the role. Individual pay is determined by your skills, experience, and level of responsibility.

    We’re committed to fair, equitable, and competitive pay, reviewed regularly to ensure internal alignment and market relevance. Transparency is part of how we follow through on our commitments and how we honour the value you bring to our team.

    In addition to base pay, Arc’teryx supports people through benefits designed to sustain both work and life:

    • Health & wellbeing - Extended health, dental, and vision coverage, including mental health support, fertility benefits, gender-affirming care and a 24/7 Employee Assistance Program (EAP).
    • Financial wellbeing - RRSP matching and eligibility for Arc'teryx Annual Incentive Plan and access to Employee Stock Purchase program (ESPP) where applicable.
    • Time & Flexibility - Paid time off, wellness time, and No Wasted Day program (dedicated paid days to get outside & explore).
    • Family support - Parental leave top-up and a nesting period for new parents.
    • Growth, community & gear - Professional development opportunities, Arc'teryx Academies (outdoor skill-building events), Employee Belonging Councils, and access to employee discounts and Pro Deals (exclusive discounted pricing on gear).

      *Eligibility for certain programs may vary by role.

    Equal Opportunity

    Arc’teryx is committed to actively creating and fostering a culture of inclusivity where voices are heard, people are seen, and values are respected. We care about the uniqueness of our applicants, employees, and guests, and we do so in a safe space fueled by curiosity and acceptance.

    Creating an inclusive workplace is connected to our core value Do Right while also having the added benefit of helping make our business better. We believe inclusion helps us to create a healthier, happier workplace, drive creativity and innovation, and reflect the communities where we operate.

    All applicants, employees, and guests can expect equality of opportunity and fair treatment in alignment with our values.

    Leave it Better

    We believe that the mountains transform us, that how we adventure matters, and that there’s always a better way.

    Join us in creating positive change in ourselves, our communities, and the world.

    Live it. Get out there - the mountains make us better
    Disruptive evolution. In pursuit of better. Always.
    Commit. We set bold objectives and see them through.

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