ESSENTIAL JOB FUNCTIONS
Develop and maintain the enterprise labor standards with a strategic labor modeling. Using forecasting and demand planning, create long-range, budget, and short-range forecasting. Serve as the functional owner of the workforce management software suite (i.e. UKG, DOMO, Zebra), ensuring the system is configured to optimize scheduling compliance, and budget adherence.
Lead a team of analysts to transform raw data into actionable insights which may include labor leakage, turnover correlations, and the ROI of the labor investments on sales conversion. Cross functional leadership responsibilities by partnering with Finance on labor budgeting and HR on retention strategies, as well as Store Ops to ensure labor models are practical and sustainable in a fast-paced retail environment.
Through model validations, refine the labor standards for high-touch services (i.e. parts delivery) to ensure they reflect current operational reality. Establish a data analytics roadmap focused on reducing "unproductive" labor hours.
SKILLS/EDUCATION/EXPERIENCE
Required:
High school diploma or equivalent 10+ years in Workforce Management 5+ years in a Senior Leadership Role Deep expertise in labor modeling, scheduling algorithms, and time/attendance compliance Strong proficiency in BI tools (Tableau, Power BI) and a foundational understanding of SQL or Python Store interpersonal, written, and verbal communication skills Self-motivated, highly collaborative individual with attention to detail and the ability to maintain a high level of confidentiality and accuracy Ability to coordinate and oversee the efforts of multiple support teams Excellent customer service, organizational, and time management skills Proficient in Microsoft Office Suite (Outlook, Word, Excel, Power Point)
DESIRED
S in Business Administration, Data Science or Engineering 5+ years of O'Reilly store or similar retail experience Multilingual writing and language skills
COMPETITIVE TOTAL COMPENSATION PACKAGE
Competitive Wages & Paid Time Off Stock Purchase Plan & 401k with Employer Contributions Starting Day One Medical, Dental, & Vision Insurance with Optional Flexible Spending Account (FSA) Team Member Health/Wellbeing Programs Tuition Educational Assistance Programs Opportunities for Career Growth
O'REILLY AUTO PARTS IS AN EQUAL OPPORTUNITY EMPLOYER
The Company does not discriminate on the basis of race, religion, color, national origin or ancestry (including immigration status or citizenship), sex, sexual orientation, gender identity, pregnancy (including childbirth, lactation, and related medical conditions,) age (40 and over), veteran status, uniformed service member status, physical or mental disability, genetic information (including testing or characteristics) or another protected status as defined by local, state, or federal law, as applicable.
Qualified individuals with a disability may be entitled to reasonable accommodation under the Americans with Disabilities Act. If you require a reasonable accommodation during the application or employment process, please send an email to: rar@oreillyauto.com or call (800) 471-7431 option , and provide your requested accommodation, and position details.
It started with a father and son - Charles Francis "C.F." and Charles H. "Chub" O’Reilly. Together they had the courage and confidence to venture out on their own. Along with 11 others who shared the same desire to offer great customer service and auto parts availability, the doors of O’Reilly Automotive, Inc. opened on December 2, 1957.
Now, more than 61 years later, the 77,000-plus team members at O’Reilly Auto Parts are proud of the company’s achievements over the years.
During our early years, we focused on sales and slow and steady growth. At the end of our first year, sales totaled $700,000, and by 1961 volume reached $1.3 million. For the first seven years of operation, there was one store in Springfield, MO, until the second opened in July 1964. In March 1975, annual sales volume rose to $7 million and a 52,000 square-foot facility was built in Springfield for the O’Reilly/Ozark warehouse operation. By that time, the company had nine stores, all located in southwest Missouri.
The long range plans and stability of the company were solidified by a public offering of company stock in April 1993. Since that time, the Company has grown through new store and distribution center openings, as well as numerous mergers and acquisitions. O’Reilly currently operates stores in 47 states, including Alaska and Hawaii, and distribution centers in 27 locations.
Dramatic changes in technology, inventory control, facilities, and sheer size mark the O’Reilly growth and success story. But, it is our spirit of teamwork - how important it was then and how important it remains - that drives our performance. The company’s values and culture that started with the original 13 employee/owners remain evident and strong as we expand and develop Team O’Reilly.
We serve two distinct customer bases - the professional (installer) customers who provide auto repair services to their customers (DIFM - do it for me), and retail "walk-in" customers (DIY - do it yourself). Our dual-market strategy continues to differentiate us from the competition and is a major factor in our ongoing success. Depending on a store’s professional versus retail customer mix, more than 95 percent of our locations have team members dedicated to our professional customers, offering them separate counters, phone lines, and a delivery fleet that totals 18,455 vehicles. We also have a professional sales team, consisting of territory sales managers and in-store sales specialists, responsible for calling on our professional customers and building sound business partnerships to ensure O’Reilly is the First Call for their auto parts needs.