Director, Store Profitability, Performance & Workforce Management

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.

Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible.

A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.

Primary Purpose:

As the Director of Store Profitability, Performance & Workforce Management, you will be responsible for driving incremental, accretive profitable growth across the North America store fleet.  This role owns the analytics and operational levers that improve store contribution --- including labor deployment for sales-driving efficacy, store productivity and supports investment decisions for new and existing locations.

Sitting under the Vice President of North America Finance, and partnering closely with Retail Operations, this role combines rigorous financial insight and operational understanding to provide a strong point of view on what levers will drive better overall performance towards business unit Sales and Profit targets.  They will design and implement processes, reporting and models that improve profitability, enhance labor productivity, and optimize the customer and employee experience.

As the Director of Retail Workforce Planning & Business Optimization, you will be responsible for developing and executing a comprehensive labor strategy that advances business objectives while delivering outstanding experiences for both clients and employees. This position oversees staffing, scheduling, payroll, and labor modeling for a network of retail stores across North America. You will lead a cross-functional team focused on optimizing labor processes through automation, budgeting, forecasting, and reporting, and will collaborate closely with senior stakeholders to harness data-driven insights that enhance cost efficiency.

A key aspect of this role is the ability to communicate complex data and financial information in a clear, compelling manner—articulating the human impact behind the numbers. Your understanding of employee perspectives will enable you to provide actionable insights that inform strategic decision-making.

The successful individual will leverage their proficiency in the aforementioned areas with the following Key Responsibilities:

1. Store Profitability & Economic Ownership

• Own financial analyses that drive store-level and fleet-level profitability decisions.
• Evaluate performance trends and identify opportunities to improve incremental contribution, customer conversion, and labor-driven selling efficacy.
• Partner with Real Estate, Finance, and Operations to assess profitability for store openings, remodels, relocations, and closures (incrementality, margin impact, space efficiency).
• Develop ROI frameworks for store investments and operational initiatives.

2. Retail Performance & Productivity Optimization

• Build and maintain models that identify productivity opportunities across selling, service, and operational tasks balancing efficiency and efficacy.
• Lead cross-functional efforts to improve store layouts, workflow design, and labor deployment to increase both efficiency and sales-driving outcomes.
• Create reporting and feedback loops that help districts and stores understand and act on key performance drivers.

3. Labor Model & Workforce Management

• Develop and evolve the labor model to reflect business priorities, customer patterns, and operational requirements.
• Conduct day- and hour-level analytics to optimize labor allocation, enabling the right balance of efficiency (cost) and efficacy (sales impact).
• Establish staffing standards rooted in store economics, operational complexity, and productivity potential — not just volume.
• Oversee workforce planning, scheduling, and payroll forecasting processes, ensuring accuracy and alignment to financial targets

4. Financial Planning: Sales, Labor, & Store-Level Forecasting

• Co-own (in partnership with Finance and Planning) store-level sales plans, reforecasts, and performance bridges to ensure alignment with business goals.
• Integrate sales forecasts, labor requirements, and operational KPIs into a unified planning model that informs field decision-making.
• Own the store-level Bonus targeting in partnership with Store Leadership, HR and Finance.

5. New Store Growth & Investment Economics

• Build sales, comp, labor, and KPI assumptions for new stores.
• Assess financial and operational impacts of store openings, remodels, and relocations, including expense modeling and contribution forecasts.
• Analyze customer incrementality, space productivity, and market opportunity to support real estate decisions.

6. Operational Insight & Reporting Excellence

• Design, modernize, and enhance reporting frameworks that give the business greater visibility into store performance, labor productivity, and sales drivers.
• Create dashboards and reporting suites that support field leaders in making faster, more informed decisions.
• Communicate insights in a clear, compelling, human-centered way — bridging financial outcomes with store-level realities.

An outstanding professional will have:

• A strong commercial and financial mindset, capable of seeing the full P&L impact of decisions
• Experience translating operational complexity into simple frameworks and actionable recommendations.
• A proactive, point-of-view-driven approach — not afraid to recommend, challenge, and influence.
• Ability to build processes and tools that scale across a large retail footprint with demonstrated Project management skills – effective consultation, interpersonal, prioritization of topics/issues and organization
• High comfort with data analysis, modeling, and trend interpretation.
• 10 years’ minimum experience in financial, analytical and operational fields
• Comprehensive understanding of retail math
• Proficiency in Excel
• Ability to work with large datasets and perform detailed day/hour-level analysis.
• Experience in retail operations, labor planning, and financial modeling.
• Excellent communication and collaboration skills.

Our Competencies for All Employees

• Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
• Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
• Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
• Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
• Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
• Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
• Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

Our Competencies for All People Managers

• Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
• Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
• Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law. 

Americans with Disabilities Act (ADA)

Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264 or employeerelations@tapestry.com                                    

Visit Coach at www.coach.com.

Work Setup: #LI-Hybrid

BASE PAY RANGE $170,000.00 TO $185,000.00 Annually
*Tapestry will comply with minimum wage requirements and any other applicable pay laws based on city, county, and state regulations.

Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation & Benefits.