Manager, Talent Business Partner

YETI Coolers•Austin, TX

26d

About The Position

YETI is seeking a Manager, Talent Business Partner to work closely with executive leaders across the global Corporate Functions organization, designing and executing forward-looking talent and organizational strategies. The role combines business acumen, organizational design, employee relations leadership, and change management to support scalable growth and high-performing teams. It serves as a strategic advisor to senior leadership on organizational effectiveness, talent strategy, leadership effectiveness, and transformation initiatives. The Manager will establish and operationalize YETI’s Talent Business Partner model, including building and leading an employee relations capability and managing Senior Associate Talent Partners who provide front-line talent support, employee relations consultation, and workforce solutions. The role is responsible for a consistent employee experience, sound people practices, and proactive risk management across the organization.

Requirements

8+ years of progressive HR, Talent Business Partner, Employee Relations, or related experience, including significant experience supporting executive-level stakeholders.
Demonstrated experience leading employee relations programs, investigations, performance management processes, and workplace conflict resolution.
Experience leading, managing, or developing talent teams and/or employee relations functions.
Proven track record in organizational design, operating model development, workforce planning, and organizational effectiveness.
Strong expertise leading large-scale change initiatives, communication strategies, and transformation efforts.
Deep understanding of employment practices, employee relations risk management, and manager coaching.
Exceptional strategic thinking and the ability to translate business priorities into actionable talent solutions.
Ability to operate effectively at both strategic and executional levels.
Strong business acumen and a consultative, data-driven approach.
Excellent judgment, influence, and executive presence.
Ability to navigate ambiguity and balance competing priorities in a fast-paced environment.
Experience operating in high-growth, transformational, or evolving organizational environments.
Proven ability to build scalable processes, frameworks, and team capabilities that improve organizational effectiveness and employee experience.

Responsibilities

Act as a trusted advisor to senior leaders and align talent strategy with business priorities.
Partner with leaders on workforce planning, organizational strategy, talent priorities, and future capability needs.
Translate long-term business strategy into proactive talent roadmaps.
Provide strategic consultation on organizational health, leadership effectiveness, team performance, and talent risks.
Lead organizational design initiatives, including restructures, role clarity, operating model enhancements, and team effectiveness assessments.
Use data, talent insights, and external market perspectives to assess organizational health and identify opportunities for improvement.
Drive workforce planning and talent review processes, and implement solutions that improve organizational effectiveness, accountability, and decision-making.
Establish and lead the employee relations function, including scalable processes, governance, tools, and standards.
Serve as the senior escalation point for complex employee relations matters, including performance management, workplace concerns, misconduct investigations, policy interpretation, accommodations, conflict resolution, and separation decisions.
Partner with Legal, Compliance, and leadership teams to ensure employee relations practices are consistent, compliant, fair, and aligned with YETI’s values.
Analyze employee relations trends and case management insights to identify organizational risks and systemic issues, and develop proactive solutions.
Develop frameworks, training programs, and manager toolkits for handling performance, conduct, feedback, and workplace matters.
Lead investigations and sensitive workplace matters while maintaining objectivity, confidentiality, and appropriate risk mitigation.
Establish employee relations service delivery standards, case management processes, and reporting mechanisms.
Lead, coach, and develop Senior Associate Talent Partners who deliver front-line talent support.
Set operating models, roles, responsibilities, and service expectations for the Senior Associate Talent Partner team.
Oversee employee relations matters, manager consultations, workforce actions, and day-to-day talent support activities.
Build team capabilities through coaching, development planning, and knowledge sharing.
Create scalable intake, triage, and case management processes, and coordinate with Talent Business Partners to connect strategic work with operational support.
Monitor team performance, workload, service quality, and metrics, and improve processes and responsiveness.
Lead complex organizational change initiatives, including change management planning, execution, and communication strategies.
Guide leaders through growth, transformation, restructuring, and organizational evolution, building readiness and leadership capability.
Coach and develop leaders, identify and accelerate top talent, and build diverse succession pipelines.
Facilitate talent reviews, succession planning discussions, and leadership development initiatives.
Support high-performance cultures rooted in accountability, engagement, and inclusion, and drive strategies that improve retention, engagement, capability, and leadership effectiveness.