Summary
Senior HR Manager, Americas. Based in the brand's Americas HQ in New York City. Reporting directly to the President, Americas, with a dotted line to the Global Head of HR. Direct reports include a Talent Acquisition Manager, two HR Generalists, and a Payroll Specialist.
Responsible for planning, leading, directing and managing the human resources function to support the business in the achievement of its strategy and vision. Achieved via managing and developing a high functioning HR team, to coordinate people policies, activities, and initiatives, whilst ensuring legal compliance and best practice, and providing strong business partnering with key internal stakeholders.
Responsibilities
Strategy
- Define the HR strategic roadmap and HR objectives
- Partner and collaborate with Executive and Senior Leadership to develop and drive people related strategies
- Lead and direct the HR department
- Oversee the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and engagement; workplace health and safety; and learning and development
Talent Management
- Provide strategic direction to address talent acquisition needs, working closely with the TA team to develop and execute best practice hiring, onboarding and talent management initiatives to attract quality talent
- Drive the development of effective employee onboarding programs
- Regularly review and provide input into company and departmental structures
- Create and implement a training and assessment schedule that will both improve business processes and ensure individual high performance, aiming to maintain a culture that supports goal attainment and career progression
- Champion Diversity and Inclusion, building strategies in line with the business's commitment
Employee Relations
- Ensure employee disciplinary matters, disputes and investigations are managed in a timely and effective manner, protecting the company and maintaining compliance with legal requirements; partner with in-house counsel to mitigate risk
- Provide guidance and recommendation during an employment termination process
Compensation and Benefits
- Work with Executive and Senior Leadership heads to establish an evolving salary structure, pay policy and bonus system to competitively attract, retain and incentivize staff
- Design and develop an effective employee benefits program to support employee engagement, wellbeing and retention
- Lead and participate in the annual review process
Compliance
- Monitor and ensure the business's compliance with federal, state, and local employment laws and regulations, and recommended best practices
- Drive and direct reviews and modification of policies and practices to maintain compliance
Process Improvement and Innovation
- Stay abreast of key trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, and translate this into recommendations and actions
Operations and Administration
- Develop, implement and monitor departmental budget
- Oversee and ensure HR operational excellence in all areas
- Identify and recommend new technologies to enhance the delivery of HR programs
People Management
- Successfully manage, develop, and evolve the HR team to meet existing and future business needs
Projects
- Initiate, drive, and support the team to deliver on identified HR projects
- Develop and deliver on the roadmap for new markets
Requirements
- Tertiary qualifications in Human Resources
- 10 years' experience in Human Resources, with proven experience in a similar level role
- Experience in the fashion industry, beneficial but not essential
- Demonstrated experience in working with Executive and Senior Leaders in developing and executing an HR strategy
- Thorough knowledge of employment-related laws and regulations
- HR software experience (selection of vendors and implementation desirable)
- Exceptional written and verbal communication skills
- Strong analytical and problem solving skills
- Ability to build rapport well with key members of the wider team, regardless of role and experience
- Ability to represent the brand's values with internal and external parties including potential employees and external partners, including recruitment agencies, training providers and suppliers
- Confidence in directing the HR function and advising managers on all aspects of people management and development
