Rowan

Supply Chain

• Develop and maintain strong relationships with inventory and buying departments to deeply understand business performance at the item level.
• Collaborate with relevant teams to develop item, category-level and subcategory strategies, enhancing overall business effectiveness.
• Develop and maintain accurate demand forecasts by analyzing sales trends, seasonality, promotions, and market intelligence.
• Monitor forecast accuracy and identify root causes of forecast errors; implement continuous improvements.
• Maintain SKU-level forecast data and support new product introductions and phase-outs.
• Prepare and present reports and dashboards on forecast performance, inventory metrics, and demand trends.
• Lead Open to Buy (OTB) discussions, identifying and focusing on business drivers, opportunities, and strategic initiatives.
• Oversee markdown management and inventory health, including pre-season buying budgets, in-season replenishment, pricing strategies, and procurement forecasts.
• Conduct comprehensive financial forecasting, including item-level planning, annual operating plans, and regular forecasts of sales, receipts, gross margin, and inventory positions across various timeframes and categories.
• Conduct detailed analyses to support strategic initiatives and regularly review business performance, providing actionable insights and recommendations for improvement.
• Understand and anticipate customer behavior and market trends to influence demand and adjust category vision and strategies accordingly.
• Perform detailed vendor analysis to support and inform negotiations.
• Communicate effectively to align and influence cross-functional stakeholders, ensuring collaboration with Allocation, Finance, Marketing, and Operations teams to meet collective goals.
• Drive initiatives aimed at maximizing sales potential and continuously seek opportunities to improve overall business performance.
• Run financial modeling to support informed buying decisions, incorporating assumptions, expectations, and known risks.
• Ensure structured reporting deliverables are met, evaluating reports for accuracy, performance efficiency, and adherence to best practices.
• Provide timely and accurate re-projections based on current trends to effectively manage inventory and drive margin.
• Interface with key departments to ensure cross-functional goals are met.
• Exhibit initiative to look beyond the everyday business to identify opportunities to maximize sales potential.
• Perform all other duties as assigned, demonstrating flexibility and adaptability to changing business needs and expectations.

Demand Planner

Human Resources

• Be a strategic business partner to one of Rowan’s Regional General Managers, providing guidance on how to navigate and manage people matters with an eye towards advancing enterprise wide growth objectives.
• Routinely meet with field management within the region to identify and manage regional business needs and trends across the employee spectrum.
• Collaborate with other Regional HR Business Partners to proactively identify opportunities for continuous improvement
• Partner with cross-functional leaders to develop and execute solutions to improve HR and Operational compliance.
• Build strong relationships with field leadership through regular touchpoints to understand team dynamics, challenges, and opportunities.
• Be well versed in company policies and benefits, and provide support to field teams in understanding and enforcing compliance.
• Serve as regional HR compliance expert by developing deep knowledge of state and local workplace laws, exercising professional judgment on when to escalate issues for further legal support.
• Conduct thorough and timely investigations into employee concerns or policy violations, and recommend appropriate outcomes in alignment with company standards.
• Serve as the primary point of contact for the region's employee relations matters, including disciplinary actions and performance management guidance, ensuring fair and consistent application of policies.
• Conduct compliance audits and provide recommendations and training to improve compliance with HR policies.
• Support field HR communications, including policy changes, change management, organizational announcements, etc.
• Develop a deep understanding of the nurse labor market and hiring trends for existing and new studios, in partnership with the recruiting team.
• Actively be part of the recruiting process for all field management positions, including conducting first round interviews as business need dictates or by being part of an interview panel for key positions.
• Partner with Studio Managers and District Managers to ensure newly hired or promoted employees receive appropriate onboarding and training, consistent with procedures and programs developed centrally.
• Partner with regional and district management on workforce planning, succession planning, and career development programs.
• Support performance management processes, including goal setting, feedback, and annual review cycles.
• Conduct HR Training to Field Leadership including but not limited to HR processes and procedures, employment laws, recruiting, etc.
• Oversee the region(s) day-to-day HR support across the employee lifecycle, including onboarding, job changes, promotions, relocations, leaves of absence, and exits.
• Conduct exit interviews, analyze trends, and share insights with leadership to inform retention and engagement strategies.
• Manage and support cyclical HR processes such as performance review cycles, compliance requirements, and other recurring programs.
• Provide guidance to employees on benefits, payroll, and leave-related inquiries, escalating issues as needed.
• Ensure accuracy and timeliness of employee data and transactions within HR systems, maintaining strong data integrity across the organization.
• Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying departments of new hire start date.
• Manage and analyze HR metrics for the region, providing regular reporting and insights to HR and business leadership.
• Support field HR communications such as policy, program, and benefits updates; change management communications; organizational announcements, etc. by collaborating with the HR team and Field Leadership as communications require.
• Strengthen employee engagement by using data informed results and continuous listening insights to implement targeted strategies that support a positive, high‑performance culture.
• Ensure accurate and timely updates in HRIS systems and maintain employee records.
• Ensure compliance with federal, state, and local labor regulations.
• Other duties as assigned

Regional Human Resources Business Partner

• Be a strategic business partner to one of Rowan’s Regional General Managers, providing guidance on how to navigate and manage people matters with an eye towards advancing enterprise wide growth objectives.
• Routinely meet with field management within the region to identify and manage regional business needs and trends across the employee spectrum.
• Collaborate with other Regional HR Business Partners to proactively identify opportunities for continuous improvement
• Partner with cross-functional leaders to develop and execute solutions to improve HR and Operational compliance.
• Build strong relationships with field leadership through regular touchpoints to understand team dynamics, challenges, and opportunities.
• Be well versed in company policies and benefits, and provide support to field teams in understanding and enforcing compliance.
• Serve as regional HR compliance expert by developing deep knowledge of state and local workplace laws, exercising professional judgment on when to escalate issues for further legal support.
• Conduct thorough and timely investigations into employee concerns or policy violations, and recommend appropriate outcomes in alignment with company standards.
• Serve as the primary point of contact for the region's employee relations matters, including disciplinary actions and performance management guidance, ensuring fair and consistent application of policies.
• Conduct compliance audits and provide recommendations and training to improve compliance with HR policies.
• Support field HR communications, including policy changes, change management, organizational announcements, etc.
• Develop a deep understanding of the nurse labor market and hiring trends for existing and new studios, in partnership with the recruiting team.
• Actively be part of the recruiting process for all field management positions, including conducting first round interviews as business need dictates or by being part of an interview panel for key positions.
• Partner with Studio Managers and District Managers to ensure newly hired or promoted employees receive appropriate onboarding and training, consistent with procedures and programs developed centrally.
• Partner with regional and district management on workforce planning, succession planning, and career development programs.
• Support performance management processes, including goal setting, feedback, and annual review cycles.
• Conduct HR Training to Field Leadership including but not limited to HR processes and procedures, employment laws, recruiting, etc.
• Oversee the region(s) day-to-day HR support across the employee lifecycle, including onboarding, job changes, promotions, relocations, leaves of absence, and exits.
• Conduct exit interviews, analyze trends, and share insights with leadership to inform retention and engagement strategies.
• Manage and support cyclical HR processes such as performance review cycles, compliance requirements, and other recurring programs.
• Provide guidance to employees on benefits, payroll, and leave-related inquiries, escalating issues as needed.
• Ensure accuracy and timeliness of employee data and transactions within HR systems, maintaining strong data integrity across the organization.
• Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying departments of new hire start date.
• Manage and analyze HR metrics for the region, providing regular reporting and insights to HR and business leadership.
• Support field HR communications such as policy, program, and benefits updates; change management communications; organizational announcements, etc. by collaborating with the HR team and Field Leadership as communications require.
• Strengthen employee engagement by using data informed results and continuous listening insights to implement targeted strategies that support a positive, high‑performance culture.
• Ensure accurate and timely updates in HRIS systems and maintain employee records.
• Ensure compliance with federal, state, and local labor regulations.
• And other duties as assigned