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Optimum Retention Department Jobs (NOW HIRING)

Wag!

CRM & Retention Manager

Miami, FL · On-site

Lead the strategy and optimization of Recharge subscription experiences, including subscriber ... You're comfortable owning a function as a "department of one," confident enough to set strategy and ...

Wag!

CRM & Retention Manager

Miami, FL · On-site

Lead the strategy and optimization of Recharge subscription experiences, including subscriber ... You're comfortable owning a function as a "department of one," confident enough to set strategy and ...

Wag Walking

CRM & Retention Manager

Miami, FL · On-site

Lead the strategy and optimization of Recharge subscription experiences, including subscriber ... You're comfortable owning a function as a "department of one," confident enough to set strategy and ...

Wag Walking

CRM & Retention Manager

Miami, FL · On-site

Lead the strategy and optimization of Recharge subscription experiences, including subscriber ... You're comfortable owning a function as a "department of one," confident enough to set strategy and ...

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All JobsOptimum Retention Department Jobs

Optimum Retention Department information

See salary details

$22K

$61.4K

$85.5K

How much do optimum retention department jobs pay per year?

As of Jun 10, 2026, the average yearly pay for optimum retention department in the United States is $61,368.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $74,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced by professionals in the Optimum Retention Department, and how can they be addressed?

Professionals in the Optimum Retention Department often encounter challenges such as handling difficult customer interactions, meeting retention targets, and staying updated on evolving company policies and promotions. Addressing these challenges requires strong communication skills, resilience, and a thorough understanding of the products or services being offered. Regular training, support from team leads, and access to up-to-date resources can help retention specialists overcome these hurdles and provide effective solutions to customers.

What is the difference between Optimum Retention Department vs Customer Service Representative?

AspectOptimum Retention DepartmentCustomer Service Representative
CredentialsBasic customer service skills, retention strategiesCustomer service training, communication skills
Work EnvironmentCall centers, customer retention teamsCall centers, support desks
Employer & IndustryTelecommunications, cable providersVarious industries including telecom, retail, banking

The Optimum Retention Department focuses on retaining customers through targeted strategies, often involving specialized retention skills. Customer Service Representatives handle general customer inquiries and support. While both roles require strong communication skills, retention departments emphasize customer retention tactics, making their functions distinct within the same industry.

What are the key skills and qualifications needed to thrive in the Optimum Retention Department, and why are they important?

To excel in the Optimum Retention Department, strong customer service skills, problem-solving abilities, and experience in client relations or account management are essential, often supported by a high school diploma or higher education. Familiarity with CRM software, call center systems, and retention analytics tools is typically required. Exceptional communication, active listening, and persuasion skills set top performers apart in this role. These skills are crucial for building customer loyalty, effectively addressing concerns, and reducing churn to drive business success.

What is the Optimum Retention Department?

The Optimum Retention Department is a specialized team within Optimum (formerly known as Cablevision and Altice USA) focused on customer retention. Their primary role is to engage with customers who are considering canceling their services and work to resolve issues, offer solutions, or provide incentives to retain them. Retention specialists are trained in customer service, conflict resolution, and company policies to address concerns and improve customer satisfaction. The goal of this department is to reduce customer churn and maintain a stable subscriber base.
More about Optimum Retention Department jobs
What cities are hiring for Optimum Retention Department jobs? Cities with the most Optimum Retention Department job openings:
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Optimum Retention Department jobs near you
Infographic showing various Optimum Retention Department job openings in the United States as of June 2026, with employment types broken down into 2% As Needed, 94% Full Time, 2% Part Time, 1% Temporary, and 1% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $61,368 per year, or $29.5 per hour.
Sr Human Resources Manager

Sr Human Resources Manager

Hyve Solutions

Nevada, IA

Full-time

Posted 15 days ago

Hyve Solutions rating

7.1

Company rating: 7.1 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

101st of 139 rated electronics manufacturers

Job description

@HYVE Solutions, missions to help customers, business partners, and employees achieve success through shared goals, strategies, resources and technology solutions.

Senior Strategic HR Manager (Plant Operations)

Department:Human Resources
Reports To:Sr.Director, HR
Location:Las Vegas, Nevada
Industry:Manufacturing & Engineering

Salary $138,300-$160,000

Position Summary

The Senior Strategic HR Manager - Plant Operations is the lead HR partner for plant leadership, responsible for shaping and executing people strategies that directlyimpactoperational performance, workforce sustainability, and organizational effectiveness.

This role blends strategic leadership withdeepunderstanding of manufacturing environments, driving initiatives across workforce planning, leadership capability, culture transformation, and labor strategy. The position requires a highly influential leader who can translate business priorities into scalablepeoplesolutions whilemaintainingstrong on-the-ground presence within the plant.

Key Responsibilities

Strategic Leadership & Business Alignment

  • Partner with Plant Manager and senior leadership to align HR strategy with production, quality, cost, and growth objectives
  • Serve as a key advisor on organizational design, workforce optimization, and transformation initiatives
  • Anticipate workforce challenges and proactively develop solutions to support business continuity and scalability

Workforce Strategy & Talent Optimization

  • Lead long-term workforce planning, including capacity modeling, skills forecasting, and pipeline development
  • Develop strategies to attract,retain, andoptimizecritical talent across hourly and salaried populations
  • Drive initiatives to improve workforce productivity, retention, and engagement

Organizational Effectiveness & Change Management

  • Design and implement organizational structures that enhance efficiency and agility
  • Lead change management efforts related to automation, process improvement, or restructuring
  • Partner with leadership to drive continuous improvement and operational excellence

Leadership Development & Succession Planning

  • Build leadership capability at all levels, with emphasis on frontline supervisors and plant leadership
  • Identifyand develop high-potential talent and succession pipelines for critical roles
  • Coach leaders on performance management, team effectiveness, and employee engagement

Employee & Labor Relations Strategy

  • Provide strategic oversight and governance of employee relations practices
  • Lead resolution of complex, high-risk employee relations matters
  • Support labor strategy including collective bargaining, contract administration, and proactive union engagement (if applicable)
  • Implement proactive strategies to reduce ER risk and strengthen workplace culture

Culture, Engagement & Inclusion

  • Champion a high-performance, accountable, and safety-first culture
  • Lead engagement strategies tailored to plant dynamics (multi-shift workforce, diverse populations)
  • Drive inclusion and belonging initiatives that enhance workforce cohesion and retention

Compliance, Safety & Risk Management

  • Ensure compliance with all applicable labor laws and regulations
  • Partner with EHS teams to reinforce a strong safety culture
  • Identifyorganizational risks and implement mitigation strategies

HR Analytics & Business Insights

  • Leverage data and analytics to inform decision-making and measure HR impact
  • Provide insights on key metrics such as turnover, absenteeism, labor costs, and productivity
  • Use data to drive continuous improvement in people strategies

Qualifications

Education & Experience

  • Bachelor's degree in Human Resources, Business, or related field (Master'spreferred)
  • 8-10+ years of progressive HR experience, withsignificant experiencein manufacturing or plant environments
  • Demonstrated success in a strategic HR leadership or HRBP role supporting operations

Core Competencies

  • Strong business and financial acumen with understanding of plant metrics (e.g., OEE, throughput, labor efficiency)
  • Proven ability to influence senior leaders and drive strategic initiatives
  • Expertisein workforce planning, organizational design, and talent management
  • Deep knowledge of employee and labor relations
  • Data-driven mindset with strong analytical capability

Preferred Qualifications

  • Experience in unionized manufacturing environments
  • HR certification (e.g., SHRM-SCP, SPHR)
  • Experience supporting multi-site operations or large-scale plants

Key Performance Indicators (KPIs)

  • Workforce productivity and labor cost optimization
  • Retention of critical and high-skill roles
  • Leadership bench strength and succession readiness
  • Employee engagement and culture metrics
  • Reduction in employee relations risk and compliance issues
  • Safety performance in partnership with EHS

Role Impact

This role is pivotal in enabling plant success by ensuring that workforce strategy, leadership capability, and organizational design are aligned with operational goals. The Senior Strategic HR Manager directly influences productivity, culture, and long-term business performance.

@ HYVE Solutions, we believe employees are our greatest asset and we empower them to make a difference in our business. Diversity and inclusion make us all better. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.  

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