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!  

Compensation Range: $95,000.00 - $125,000.00