Director, HR Business Partner

Tapestry•New York, NY

5d•Hybrid

About The Position

The Director, HR Business Partner for Corporate Functions is a strategic leader and trusted advisor operating at the intersection of people strategy and business performance across Coach's corporate functions — including Finance, Legal, IT and Strategy. This role partners closely with function leaders and their teams to build and implement talent, culture and organizational strategies that align with business goals and drive operational excellence, capability building, and organizational effectiveness. This leader will bring strong judgment, operational rigor, and consultative skill to help build high-performing teams, strengthen leadership capability, and enable organizational change across a diverse set of corporate client groups. Based in NYC, the Director will work from Tapestry’s HQ office a minimum of three days per week (Tuesday-Thursday), serving as a critical connection point between HR centers of excellence and function leadership, ensuring HR strategy is translated into practical, business-relevant action. This role reports to the Sr. Director, HR Business Partner for the Corporate Functions.

Requirements

Proven strategic thinking with strong business acumen, and the ability to translate functional priorities into talent and organization strategy.
Broad HRBP capability across organizational design, change management, talent planning, leadership coaching, performance management, and employee relations.
Strong analytical, critical thinking, and problem-solving skills, with the ability to use data to identify trends and inform recommendations.
Strong communication and relationship-building skills, with the ability to influence and collaborate across levels.
Excellent facilitation, consultative and coaching capabilities.
Demonstrated ability to operate with agility, manage competing priorities, and deliver results in dynamic environments.
Effective project management skills with a track record of delivering results.
Expertise in employment law, employee relations and policy knowledge.
Strong people management skills and experience.
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field; advanced degree a plus.
8+ years of progressive HR experience, including meaningful HR Business Partner leadership supporting corporate or functional client groups.
Experience supporting Finance, Legal, Marketing, IT, or similarly corporate client groups; labor relations experience a plus.
Experience working effectively in matrixed, cross-functional environments.
A track record of serving not simply as an HR partner, but as a true business leader at the table—shaping decisions, challenging thinking, and helping leaders anticipate organizational risk and opportunity before issues surface.
Proven success supporting the people side of organizational change in fast-changing, complex environments.
Judgment to coach leaders through ambiguity, complexity, and difficult tradeoffs.
Ability to balance enterprise consistency with local nuance across client groups.
Demonstrated commitment to inclusive leadership and building high-performing, diverse teams.
Unquestioned integrity, discretion, and sound judgment in handling sensitive matters.
Experience with Microsoft platforms (Word, Excel, PowerPoint, Visio, Teams) and HR platforms (Workday a plus).
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.
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 their 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.

Nice To Haves

Advanced degree a plus.
Labor relations experience a plus.
Workday a plus.

Responsibilities

Serve as the primary HR Business Partner for assigned corporate functions, aligning HR priorities to business goals, operating plans, and functional strategy.
Partner with function leaders to shape organization and talent strategies that improve performance, agility, and employee engagement.
Provide guidance on organizational structure, workforce planning, capability building, and succession strategies within client groups.
Act as a trusted advisor to leaders on team effectiveness, organizational health, and change readiness.
Partner with function leaders to confirm roles, reporting lines, and organizational structures that support evolving business needs.
Apply enterprise organizational design frameworks, tools, and calibration standards consistently within client groups, while allowing for function-specific needs.
Support headcount planning and workforce optimization in partnership with Finance and function leadership.
Advise leaders on decision rights, governance, and team structure to ensure organizational design supports business objectives.
Partner closely with Legal, Employee Relations and People Partner teams on all aspects of employee relations and compliance.
Lead talent reviews, succession planning, and leadership pipeline strategies across assigned corporate functions.
Partner with leaders to identify critical roles, assess bench strength, and create targeted development plans for high-potential talent.
Coach leaders on performance management, leadership capability, team dynamics, and development planning.
Support talent acquisition strategies in partnership with recruiting to secure critical functional talent.
Provide calibration guidance to ensure talent assessments are applied fairly, consistently, and in compliance with legal and regulatory requirements.
Lead the people side of business change within client groups, including change planning, stakeholder engagement, communications, and adoption strategies.
Support leaders through periods of organizational change, ensuring consistent employee experience, communication planning, and clear business rationale.
Partner with Legal and Employee Relations on complex employee matters, ensuring consistent, compliant, and equitable resolution.
Partner across HR centers of excellence and business leaders to implement scalable solutions during transformation or restructuring initiatives.
Champion a culture of accountability, inclusion, collaboration, and continuous improvement within client groups.
Interpret engagement insights, diagnose root causes, and implement action plans that improve employee experience and retention.
Embed company values and leadership expectations into talent and people practices.
Foster an inclusive environment where diverse perspectives are valued and employees can perform at their best.
Use talent and workforce data to identify trends, risks, and opportunities related to attrition, engagement, performance, organizational health, and capability gaps.
Translate insights into proactive HR strategies and measurable action plans.
Partner with Finance and function leaders on headcount planning, workforce optimization, and productivity initiatives, including compensation planning as part of annual planning cycles.
Partner with Total Rewards and People Partners on compensation proposals and benchmarking information.
Partner closely with HR centers of excellence, including Talent Acquisition, Total Rewards, Learning, Inclusion, Employee Relations, and HR Operations, to deliver integrated HR solutions.
Contribute to enterprise-wide HR initiatives and share best practices across client groups.
Build strong credibility across both HR and business stakeholders by delivering strategic impact and operational excellence.
Align policies, practices and management with a culture based on focus, outcomes, values and authenticity.
Translate strategy into action – and action into results.
Translate Coach's growth priorities into clear direction and decisive momentum.
Anticipate and prepare for what's next – surfacing opportunity and risk early to VP+.
Think critically. Simplify complexity.
Mobilize teams around what matters most – prioritizing outcomes over activity and owning the decisions that accelerate the business.
Own the translation of strategy into results.
Shape the brand through everyday decisions you make – and the tradeoffs you don't.
Balance short-term performance with long-term growth.
Keep the consumer at the center of priorities and direction.
Take calculated risks, learn fast and innovate to fuel lasting performance.
Strengthen the brand through everyday decisions and behaviors.
Build high-performing teams that deliver today and grow for tomorrow.
Develop talent for the enterprise through meaningful feedback, real experiences and tailored recognition.
Set clear expectations and require accountability to unlock performance.
Strengthen talent, provide air cover, and enable teams to deliver and grow.
Build strong relationships across Coach.
Broaden perspective through collaboration and connection.
Bring people together to unlock better ideas, smarter decisions and stronger outcomes.
Be externally curious.
Broaden perspective by building relationships and staying externally curious.
Speak up and lead with courage.
Challenge the status quo in service of better outcomes.
Cut through the noise, mitigate distractions and prioritize what truly drives the business.
Make and communicate tough decisions with clarity and conviction to drive progress.
Speak up thoughtfully to create clarity and shared understanding.
Know yourself and how you show up.
Be accountable.
Transcend self-interest and drive desired team culture.
Set a consistent example by staying grounded, adaptable, open, and curious.
Lead with purpose, humility, and authenticity – not ego.
Keep growing.
Be deliberate in how you show up in everyday interactions.
Take ownership for your actions and outcomes within your area.