Manager, Talent Business Partner

YETI•Austin, TX

28d

About The Position

YETI is seeking a Manager, Talent Business Partner to partner with executive leaders across the global Corporate Functions organization on forward-looking talent and organizational strategies. The role combines business partnership, organizational design, employee relations leadership, and change management to support scalable growth and high-performing teams. The Manager serves as a strategic advisor to senior leaders, driving organizational effectiveness, talent strategy, leadership effectiveness, and transformation initiatives. The role also establishes and leads YETI’s employee relations capability and manages Senior Associate Talent Partners who provide front-line talent support, employee relations consultation, and workforce solutions across the enterprise. As a member of the Talent team, this leader will help establish and operationalize a Talent Business Partner model that balances strategic partnership with responsive employee support, consistent employee experience, sound people practices, and proactive risk management.

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 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, and talent priorities; translate business strategy into proactive talent roadmaps.
Advise on organizational health, leadership effectiveness, team performance, and talent risks, and anticipate future capability needs.
Lead organizational design initiatives, including restructures, role clarity, operating model enhancements, and team effectiveness assessments.
Use data, talent insights, and external market perspectives to diagnose organizational health and identify improvement opportunities.
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 leaders to support consistent, compliant, fair employee relations practices aligned with YETI’s values.
Analyze employee relations trends and case management insights to identify organizational risks and systemic issues, then develop proactive solutions.
Develop frameworks, training, and manager toolkits for handling performance, conduct, feedback, and workplace matters.
Lead investigations and sensitive workplace matters while maintaining objectivity, confidentiality, and risk mitigation.
Establish service delivery standards, case management processes, and reporting mechanisms.
Lead, coach, and develop Senior Associate Talent Partners who provide front-line Talent support.
Set team operating models, roles, responsibilities, and service expectations; oversee employee relations matters, manager consultations, workforce actions, and day-to-day talent support.
Build team capability through coaching, development planning, and knowledge sharing; create scalable intake, triage, and case management processes.
Coordinate the Senior Associate Talent Partner team with Talent Business Partners and monitor performance, workload, service quality, and metrics.
Identify opportunities to streamline processes, improve manager experiences, and increase organizational capacity.
Lead complex organizational change initiatives, including end-to-end change planning and execution, and develop communication strategies that support understanding, alignment, and adoption.
Guide leaders through growth, transformation, restructuring, and organizational evolution; ensure change initiatives are measurable, sustainable, and aligned with business outcomes.
Build organizational readiness and leadership capability to navigate change.
Coach and develop leaders; identify, assess, and accelerate talent while building diverse succession pipelines.
Facilitate talent reviews, succession planning, and leadership development initiatives.
Support high-performance cultures rooted in accountability, engagement, and inclusion, and drive strategies to improve retention, engagement, capability, and leadership effectiveness.