Senior Manager, Store Payroll Budgeting and Planning

Our values start with our people, join a team that values you!

Bring your talents to Ross, our leading off‑price retail chain with over 2,200 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high‑quality brands and on‑trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience.

• Success. Our winning team pursues excellence while learning and evolving
• Career growth. We develop industry leading talent because Ross grows when our people grow
• Teamwork. We work together to solve the hard problems and find the right solution
• Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

The Senior Manager of Store Payroll Budgeting and Planning will lead the end‑to‑end annual planning cycle for Store Payroll, which funds labor expenses in all Ross and dd's stores. This is a key leadership position, with P&L responsibility for one of the company's largest and most visible operating expenses. Using engineered labor standards, workload drivers, and other key inputs, the Senior Manager will ensure that the annual Budget and 5‑Year Plan reflect the labor required to operate all stores – properly accounting for new initiatives, adjustments to our operations, new technology that drives efficiency, or changes to our strategy (for example, the launch of our Ross‑branded credit card) that require updates to how we plan labor in Stores.

In addition to “core” planning activities, the Senior Manager will conduct additional analysis on Store Payroll (for example, budget variance explanations), and will create executive‑facing materials to present and explain our annual Budget and 5‑Year Plan to executive leadership. The Senior Manager should approach the role through a lens of process improvement, which could include updated file structures, new systems, or leveraging new/different data sources to drive efficiency in all team processes.

A successful candidate must build and leverage strong partnerships with leaders in other departments including the NYBO Planning Team, Inventory Control, and Transportation to maintain a “pulse” on the business and how key workload drivers (for Stores) will vary throughout the year.

NOTE:

This position is focused on the planning, budgeting, and analysis of Store Payroll expense, and sits within the Store Finance team. This role is NOT responsible for issuing employee paychecks or administering employee pay.

The base salary range for this role is $121,000 - $198,700. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

• Lead the annual planning process for Store Payroll for all Ross and dd's Stores, centered around the Annual Budget and the 5‑Year Plan
  • Oversight and leadership over all key Store Payroll planning processes and files
  • Partnership with the Method Improvements team on labor saving initiatives, to ensure they are budgeted properly
  • Completion of all analysis and schedules to support the recurring review of quarterly results (in preparation for the quarterly Board of Directors meeting)
  • Completion of roll‑forwards and executive‑facing summary decks
  • Ensuring that all relevant minimum wage increases are built into the budget, and that other wage‑driving factors (e.g., full‑time vs. part‑time mix,…