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Sr. Manager, HR Business Partner

Sr. Manager, HR Business Partner

TapestryNew York, NY, US
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Sr. Manager, HR Business Partner

Tapestry

New York, NY, US

We believe that difference sparks brilliance, so we welcome people and ideas from everywhere to join us in stretching what's possible. At Tapestry, being true to yourself is core to who we are. When each of us brings our individuality to our collective ambition, our creativity is unleashed. This global house of brands Coach, Kate Spade New York, Stuart Weitzman was built by unconventional entrepreneurs and unexpected solutions, so when we say we believe in dreams, we mean we believe in making them happen. We're always on a journey to becoming our best, but you can count on this : Here, your voice is valued, your ambitions are supported, and your work is recognized.

A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.

Primary Purpose :

The Senior Manager, HR Business Partner serves as a trusted HR advisor and business partner to leaders within Tapestry's Finance and Legal organizations and associated sub-functions. This role partners closely with department heads and their teams to implement talent strategies that support operational excellence and organizational effectiveness. The Senior Manager will support change initiatives, champion an inclusive and high-performance culture, and ensure alignment of People practices with business goals. This role reports to the Sr. Director, HR Business Partner for IT & Digital, Finance, Legal, and associated sub-functions. This HR leader will be based in NYC or the surrounding area and will work out of the NYC HQ office at least 3x a week (Tuesday-Thursday).

The successful individual will leverage their proficiency in Human Resources to :

Talent Management :

  • Partner with leadership to implement talent plans that attract, develop, and retain professionals with specialized expertise in finance.
  • Collaborate with Talent Acquisition and Talent Management COEs to assess talent gaps and support succession planning.

Organizational Development & Workforce Planning :

  • Support change management initiatives specific to the Finance and Legal functions (and related sub-functions), including organizational design and communication planning.
  • Advise leaders on team effectiveness and ensure organizational structure supports business objectives.
  • Demonstrated ability to lead change, make difficult decisions, and support cultural transformation initiatives.
  • Drive and execute plans for organizational change initiatives including org design, communication plans, resourcing plans.
  • Partner on organizational design - collaborate with leaders to identify areas to enhance business performance through strategy, structure, process, people and rewards.
  • Partner closely with Legal, ER and People Partner team on all aspects of employee relations and compliance.

    • Coaching and Consulting :

  • Provide HR consultation and coaching to leaders to enhance leadership capabilities and team performance.
  • Expertise in employee relations, organizational development, and performance management, with the ability to coach through complex and sensitive issues

    • Workforce Planning & Compensation :

  • Partner with Sr. Associate, HR on quarterly compensation planning as part of QO process and annual LRP / AOP; creation of temp trackers and compensation / headcount files meeting all Tapestry requirements. Partner closely with finance to co-own achievement of financial objectives.
  • Partner with Sr. Associate, HR to manage temp and freelance / IC compensation planning, compliance and contracts. Liaise with Tapestry partners across TA and Legal.
  • Prepare compensation proposals and consult with Total Rewards as needed to retrieve benchmark information.

    • Culture & Employee Engagement :

  • Partner with leaders on employee engagement using data to identify factors that drive performance, commitment and intent to stay; partner with leaders to develop plans in support of improving engagement.
  • Champion company vision, purpose and values with business leaders.
  • Partner with the Inclusion & Diversity COE lead on developing and implementing initiatives that support our value of Inclusion across Tapestry

    • HR Compliance & Policy :

  • Ensure adherence to federal, state, and local labor laws and internal company policies, and contribute to the management and update of HR policies

    • Special Projects :

  • Support or lead cross-functional initiatives that address business priorities, such as leadership development programs or culture initiatives.
  • Partner with Sr. Director with providing HR support to IT & Digital functions as needed

    • The accomplished individual will possess :

  • 6+ years of progressive HR experience, including at least 3 years partnering with leaders in the Finance and / or Legal functions preferred.
  • Experience in organizational design, change management, and talent planning.
  • Effective communication, coaching, and relationship-building skills.
  • High emotional intelligence and resilience in dynamic environments.
  • Knowledge of employment law, employee and labor relations.
  • Ability to analyze data to identify trends and inform decisions
  • Resourceful, with strong problem-solving ability; able to take an issue in the business and create plan to address
  • Demonstrated success in fostering employee engagement through hands-on leadership
  • Excellent communication and facilitation skills
  • Demonstrated strength in project delivery
  • High level of integrity, judgment, and discretion

    • An outstanding professional will have :

  • Bachelor's degree in Human Resources, Business Administration, or related field required
  • Strong business acumen with the ability to understand complex environments
  • Experience with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR frameworks and people platforms (Workday a plus)

    • Our Competencies for All Employees :

  • Courage : Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
  • Creativity : Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
  • Customer Focus : Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
  • Dealing with Ambiguity : Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
  • Drive for Results : Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
  • Interpersonal Savvy : Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
  • Learning on the Fly : Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

    • Our Competencies for All People Managers :

  • Strategic Agility : Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
  • Developing Direct Reports and Others : Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
  • Building Effective Teams : Blends people into teams when needed; creates strong morale and spirit in his / her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team
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