Generalist, HR - OTB NAM

OTB Spa•New York, NY

67d•$90,000 - $95,000•Remote

About The Position

The HR Generalist provides broad HR partnership across the full range of HR functions, including employee relations, performance management, recruitment, compensation, and talent management, with primary ownership employee relations (ER) matters. In partnership with the HRVP/HRD, this position independently leads ER meetings, investigations, and difficult conversations, exercising judgment on policy interpretation and case resolution rather than only documenting or observing (scheduling, notetaking, documentation, case tracking) while the HRVP/HRD leads the substantive ER conversations and decisions. The HR Generalist partners closely with the HRVP/HRD on complex, high-risk, or precedent-setting cases, but is expected to own the full lifecycle of routine and moderately complex ER matters: intake, investigation, documentation, and resolution, without day-to-day oversight. This role suits an experienced HR generalist who has already built independent ER and investigations judgment and is ready to apply it at scale across a multi-brand, multi-market organization, rather than someone still developing that capability.

Requirements

5-7+ years of progressive HR experience, including demonstrated independent ownership of employee relations, coaching conversations, and investigations; this role is expected to lead ER cases from day one, not develop into it.
Retail or luxury retail/fashion experience strongly preferred; comfort operating across multiple brands and North American markets (US/Canada/Mexico).
Solid working knowledge of HRIS systems (Workday, ADP, SuccessFactors) and strong administrative accuracy for case files and confidential documentation.
Strong working knowledge of employment law across supported markets, with the judgment to apply policy independently and escalate only complex or ambiguous matters.
Skilled at accurately documenting sensitive or emotionally charged meetings and conversations, ensuring documentation reflects what was discussed and decided without editorializing.
Microsoft Office 365 and strong presentation-building skills (Word, PowerPoint, Excel) for leadership-facing materials.
Strong written and verbal communication skills, with proven experience in ER-facing coaching and investigations work.
Discretion and sound judgment with highly confidential information; comfortable independently leading sensitive meetings and escalating appropriately when needed.
Solid project leadership skills, with the ability to keep multiple HR initiatives organized and on track under general direction from HR leadership rather than day-to-day oversight.
Applicants must be legally authorized to work in the United States at the time of application and be able to provide proof of employment eligibility upon request. Employment is contingent upon successful verification of this authorization in compliance with federal immigration laws.

Responsibilities

Independently lead employee relations (ER) meetings and cases end-to-end: scheduling, investigation interviews, case documentation, corrective action and coaching decisions, and driving cases to resolution.
Lead ER meetings, investigation interviews, and difficult conversations independently; partner with the HRVP/Director on complex, high-risk, or precedent-setting cases rather than day-to-day oversight.
Prepare and lead ER case materials and meetings independently, escalating complex or high-risk cases to the HRVP/Director, and maintain accurate, confidential documentation throughout.
Independently interpret and apply HR policy to specific employee situations, escalating only complex or ambiguous matters to the HRVP/Director.
Own the full administrative employee life cycle for an assigned brand or client group, from onboarding through offboarding, including transfers, promotions, and leave coordination.
Coordinate full-cycle recruitment logistics for retail leadership and select corporate roles (scheduling, candidate communication, offer letter drafting), with sourcing strategy and negotiation led by HR leadership.
Coordinate manager training logistics and materials on HR topics (policy changes, performance management, workplace conduct), delivered jointly with or under the direction of HR leadership.
Coordinate HR project work (e.g., holiday policy rollouts, engagement survey action planning, workforce planning exercises), with HR leadership setting direction and reviewing key decisions.
Compile and organize HR metrics (turnover, engagement, headcount) into leadership-ready reporting, with HR leadership leading the interpretation and recommendations.
Manage the internship program end-to-end, including recruitment coordination, onboarding, rotation scheduling, mentor check-ins, mentorship and offboarding/conversion tracking.
Manage Employee Engagement (e.g., YOS, DEI, Surveys, Training, Monthly DEI communication, Newsletters).
Lead employee engagement initiatives, including Years of Service recognition, DEI programs and communications, employee surveys, training, and internal newsletters
Manage internal communications, including newsletters, company updates, and announcements.
Own the accuracy and integrity of HRIS data and HR shared folders (Brands and Corporate), conducting monthly audits to ensure information remains current and reliable.
Support talent management administration, including scheduling and materials prep for succession planning discussions and performance calibration sessions.