Sr Manager Customer Support

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region. 

Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce.

Our brand promise - Makes Work Life Better™ - Reflects our commitment to employees, customers, partners and communities globally. 

About the Opportunity:

The Senior Manager, Centralized Planning for Central Distribution is a highly visible leadership role responsible for workforce execution across teams and skill sets, ensuring the right work reaches the right resources at the right time, identifies and mitigates operational risks, and drives resolution across multiple functions and workstreams. This role leads incident and business-impacting event management, coordinating cross-functional response, establishing priorities, driving timely resolution, and ensuring clear, consistent communication to customers and internal stakeholders.

The Senior Manager is also accountable for process evolution and operational transformation, identifying opportunities to improve how work is managed and introducing scalable operating mechanisms that improve efficiency, employee experience, and customer outcomes. Success requires the ability to connect strategy to execution, navigate competing priorities, influence across organizational boundaries, and create clarity and momentum in complex, rapidly changing environments.

What You’ll Get to Do

1. Work Distribution, Proficiency & Operational Optimization

Own ensuring customer work is routed to the right resource based on proficiency, capacity, and business priority.
Optimize workload distribution across teams, skills, cases, tickets, and queues.
Use proficiency and capability data to improve routing, resource allocation, automation, and workload balancing.
Identify and drive opportunities to reduce transfers, rework, underutilization, and burnout while improving speed, quality, and customer outcomes.

2. Capacity, Scheduling & Real-Time Performance

Provide strategic oversight of forecasting, capacity planning, scheduling, and workforce management.
Ensure staffing aligns to demand, skill coverage, service commitments, and business priorities adjust resources as conditions change.
Partner with operational leaders on adherence, productivity, capacity utilization, and service-level performance.
Identify and mitigate workforce and operational risks before they impact customers or employees.

3. Customer Experience & Operational Excellence

Drive strategies that improve NPS, customer outcomes, service effectiveness, and operational performance.
Partner with Success and customer-facing teams to understand customer needs, trends, and opportunities.
Lead cross-functional initiatives that improve consistency, quality, speed, scalability, and case management.
Establish KPIs connecting workforce decisions to customer, service, productivity, and financial outcomes. Surface emerging risks and opportunities and drive timely accountability.

4. Process Evolution, Transformation & Risk Management

Lead continuous improvement and process evolution that increases efficiency and improves customer and employee experiences.
Apply process engineering, operational excellence, data, automation, and technology to solve complex problems and scale operations.
Lead change initiatives, transition plans, and adoption across impacted teams.
Establish risk mitigation strategies across workforce, service, customer, and operational areas.

5. Leadership & Organizational Development

Establish clear accountability, priorities, performance expectations, and decision-making mechanisms.
Build a high-performing culture grounded in engagement, empowerment, collaboration, and continuous improvement.
Develop future-state capabilities and talent in partnership with Learning & Development and Talent Acquisition.

6. Key Partnerships

This role will work closely with:

• Resource Planning — scheduling, staffing models, hiring plans, capacity management, and workforce executio
• Customer Operations Leadership — strategic priorities, service targets, performance, organizational capability, and accountability
• Success and other business partners — customer needs, escalations, service effectiveness, and opportunities to improve the customer experience
• Global Business Operations — forecasting methodology, reporting standards, analytics, and business insights

What You Bring

• 7+ years of experience in Customer Operations, workforce/resource planning, operational strategy, or analytics.
• 5+ years of people leadership, including leading leaders or complex cross-functional teams.
• 3+ years of experience in contact center customer support/service operations, including resource management, case management, support queues, SLAs, and customer experience metrics.
• Deep understanding of forecasting, capacity planning, scheduling, staffing, workload management, and multi-skill environments.
• Ability to translate complex business problems and data into clear strategies and executable solutions.
• Proven experience leading process improvement, organizational change, and operational transformation.
• Exceptional communication and executive presentation skills with the ability to influence senior stakeholders across functions and geographies.
• Demonstrated ability to develop and retain talent and operate effectively amid ambiguity, competing priorities, and tight deadlines.
• Bachelor’s degree in Business, Information Technology, Operations, or related field preferred.

What Would Make You Really Stand Out

• You naturally connect customer demand, workforce capacity, employee capability, and business outcomes.
• You have built or transformed a centralized planning, workforce management, or operational strategy function.
• You understand how proficiency, skill, and capacity should drive workload distribution and resource allocation.
• You thrive in fast-paced environments, remain solutions-oriented, and influence effectively without relying on direct authority.
• You anticipate risks, identify future business needs, and build scalable operating models.
• You are passionate about creating exceptional experiences for both customers and employees.

What’s in it for you

Dayforce is fueled by the diversity of our talented employees. We are an equal opportunity employer and consider and embrace ALL individuals and what makes them unique. We believe our employees should be happy and healthy, with peace of mind and a sense of fulfillment.

We encourage individuals to apply based on their passions.

Dayforce employees and their families are eligible to participate in the following benefits programs: medical, dental, vison, and life insurance. Dayforce employees are also eligible to participate in a 401k plan (plus match) and a Global Employee Stock Purchase Plan. Employees also receive unlimited Time Away From Work (in lieu of accrued vacation time), 10 paid US holidays, up to 80 hours  of paid sick time and 17 weeks of paid parental leave, subject to the terms of the applicable policy or program.

With a commitment to community impact, including volunteer days and our charity, Dayforce Cares we provide opportunities for you to thrive both in your career and personal life. Our focus is not just on your job but on supporting you to be the best version of yourself. 

About the Salary Ranges  

Please note that the salary range mentioned in this job description should serve simply as a guide. The final compensation offered may vary based on a variety of factors, including bonuses and/or incentives, or a candidate’s experience, skills, budget and location. Our company is committed to providing a fair, equitable, and competitive package that reflects the value an individual brings to the organization. 

Fraudulent Recruiting

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Dayforce actively monitors all job applications to ensure authenticity. Submissions determined to be fraudulent or misleading will be declined from the recruitment process

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