Senior Allocation Analyst- Retail

Since 2015, Mejuri has reimagined what fine jewelry can be in a modern world—shifting it from a traditional gift to to a personal choice rooted in self-expression.

Founded by third-generation jeweller Noura Sakkijha, the brand was built on a simple idea: fine jewelry shouldn’t require a special occasion, and it should never come with guilt. It’s about celebrating yourself—your style, your life, your everyday.

Mejuri meets customers where they are—online, in app, and through a growing global retail footprint of 58+ stores worldwide. Mejuri is also deeply committed to doing things the right way, with responsible sourcing, sustainable practices, and philanthropic initiatives that reflect our values and long-term vision.

Job Overview

As a Senior Allocation Analyst at Mejuri, you will be part of the Merchandising team and act as the analytical engine of retail allocation.  As we sharpen how every door in our retail fleet performs, this role will impact how we turn door-level performance into the allocation and replenishment decisions that put the right product, in the right depth, in the right store, at the right time. You will directly impact how we drive sell-through, protect margin, and optimizing our fleet

You are an analytical self-starter who is equally at home in the data and in the room with Merchandising and Planning. You don't just move units — you build the intelligence layer that explains how every door behaves, and you use it to make sharper allocation calls than the fleet has ever made before.

What you'll do

Door & fleet analysis (the core of the role)

• Own door-level performance analysis — sell-through, rate of sale, weeks of supply, in-stock rate, and productivity at the style, category, and price-point level.
• Build and maintain store clusters and tiers , grouping doors by volume, productivity, capacity, and customer profile — and running the seasonal cluster resets as the fleet and assortment evolve.
• Build the door- and cluster-level view of assortment productivity — where breadth and depth are over- or under-performing — and bring it forward to inform Merchandising's assortment decisions; own the model-stock and depth targets that flow from the assortments they set.
• Diagnose out-of-stocks and lost sales by door and variant , quantifying demand-transfer and revenue impact to prioritize replenishment and rebalancing.
• Develop comparable-door and comparable-style analysis to benchmark performance and to seed demand for new products and doors.

Allocation & replenishment

• Allocate and replenish product to doors against assortments, cluster minimums, capacity, and financial targets — balancing service level against excess and aged-inventory risk, and running rebalancing and inter-store transfers to chase demand.
• Own initial allocation for newness and new store openings — run the weekly product-drop cadence (allocation, store assortment updates, launch tracking), seed new launches with test-and-scale reads that inform go-forward depth, set opening buys for new doors as the fleet scales, and flag launch and delay risk early.
• Manage clearance and lifecycle transitions — size end-of-life and clearance exits by door, and execute material and assortment transitions and discontinued-product flow-through.
• Balance inventory across channels and nodes — store, web, DC, and concessions — positioning and pooling stock to protect service levels and enable fulfillment flexibility such as ship-from-store.
• Allocate across global markets — factoring the different lead times, sales shapes, and market requirements of the US, Canada, UK, and AU into depth and flow by region.
• Optimize depth, pack, and size-curve logic by door (e.g., ring sizes, chain lengths) so the right quantities and variants land where they sell.

Data, insight & process

• Own allocation master data and system hygiene — maintaining min/safety stock, model stock, and cluster assortments, and safeguarding the integrity of weekly reconciliation and file uploads.
• Build and refine scalable allocation, replenishment, and reporting tools and models that grow with the business.
• Close the loop with post-season hindsight — reviewing allocation effectiveness (did depth land where it sold? forecast vs. actual by cluster and door?) and feeding the read back into the next allocation cycle.
• Bring the allocation point of view to cross-functional forums — S&OP, business reviews, pre-season planning, and launch-risk and new-store-opening meetings — so inventory positioning shapes decisions rather than just executing after them.
• Translate analysis into clear, headline-first recommendations for Merchandising, Planning, and Retail leadership, and run the weekly reporting rhythm that shows where the fleet is winning, where it's leaking, and what to do about it.
• Set the standard for how allocation gets done — codify best practices, level up the tools and process, and act as the go-to resource who mentors and unblocks more junior planners, even without direct reports.

What you'll bring to the team

• 4–6 years of experience in retail allocation, merchandise planning, or inventory analysis in a fast-paced, multi-door retail environment.
• A strong analytical toolkit: advanced Excel (comfortable building models from scratch), plus fluency — or a fast ramp — in SQL and BI tools (Looker, Tableau, Omni, or similar) to work with door-level data at scale.
• Comfort with — or genuine curiosity about — AI-assisted modeling and analytics tools, and a drive to use them to build smarter, faster allocation logic.
• A diagnostic mindset — you're drawn to the why behind door performance, not just the mechanics of pushing units.
• Command of the metrics allocation drives — sell-through, rate of sale, weeks of supply, in-stock %, and inventory turn.
• Strong attention to data integrity — comfortable owning the master data, parameters, and files the allocation engine runs on.
• Clear, confident communication — you can make a data story land with senior stakeholders without the jargon.
• Comfort creating structure and process.
• Enthusiasm for Mejuri's mission; experience in retail, fashion, or jewelry is a strong asset.
• We're building an AI-fluent organization. We welcome candidates at all stages of their AI journey — what matters is curiosity, a willingness to learn, and an openness to working alongside AI tools as part of how we do our best work.

Benefits at Mejuri:

• A minimum of four weeks vacation, plus personal days and three religious/cultural observance days.
• A hybrid work model for all corporate roles
• ‘Mejuri Passport’ which allows employees who meet specific criteria to work in other locations for one month per year.
• Comprehensive medical and dental benefits, including mental health coverage, and generous personal and sick days for our full-time employees. We also offer bereavement leave, including miscarriage and stillbirth support.
• Parental leave salary top-up of up to 80%, as well as a personalized return-to-work transition and accommodation plan for full-time employees.
• A generous product discount!

Please note that these benefits apply to full-time employees.

Location
Toronto, Ontario
60 Bloor Street W
Hybrid; 3 days in office 2 days remote

At Mejuri we embrace a hybrid working environment and support our corporate employees to be successful whether they are at home or in the office. The primary purpose of our offices is to drive collaboration and deepen relationships with one another.This position requires in office work 3 days a week and remote work 2 days a week. Our office is located at 60 Bloor Street W, Toronto.

Salary
70K-90K
Looking for the perfect next opportunity is a big decision. Mejuri recognizes the importance of pay transparency when it comes to salary ranges as it empowers individuals through the hiring process and supports them in making an informed decision. This role currently has a base pay range of 70-90K per annum based on a candidate’s experience and qualifications. We will review individual salary expectations and **weight salary commensurate with experience.

At Mejuri, we use AI-assisted tools as part of our recruitment process to help screen and assess candidate applications. All hiring decisions involve human review, and our Talent team remains responsible for evaluating candidates and making final decisions throughout the process.

#LI-Onsite

At Mejuri our success is driven by a strong commitment to our Purpose and Values. They're the foundation of our operations, defining how we show up, solve problems, and accomplish incredible things—together.

Our strength comes from each team member's dedication to embracing and embodying these Values daily. This isn't merely a duty; it's a passion that defines us. They guide us in providing extraordinary experiences for our customers and fostering an innovative environment.  Success, for us, means living our values relentlessly.

Our values are:

RAISE THE BAR | Stay Curious, Share/Seek Feedback, and Strive for Excellence

CUSTOMER OBSESSED | Get close to the customer and prioritize them in our decisions

EMPOWERED OWNERS |Treat the company like your own, take initiative

FIND A WAY |Seek simple, creative solutions, and act fast

DRIVE RESULTS | Be clear on your goals and be relentless in achieving them

TEAM FIRST | Value team success over personal ego

Accommodation / Accessibility:

Mejuri does not discriminate in hiring or terms and conditions of employment because of an individual’s race, ancestry, colour, place of origin, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, family status or marital status, or any other protected category recognized by provincial or federal laws.

Should you require any accommodation, please inform us and we will work with you to meet your accessibility needs. For any accessibility-related assistance, requests for information in accessible alternative formats or to report any accessibility problems, please share in your application.