People & Culture Business Partner (Manager level HRBP)

Faherty Brand•New York, NY

3h•$105,000 - $120,000

About The Position

At Faherty Brand we love our people - it's that simple. We are steadfast in our commitment to upholding our core values and cultivating a diverse and inclusive community. The Retail People & Culture Business Partner (PCBP) plays an integral part in supporting our Retail team. This role will focus on scaling growth, development and retention across Faherty's Retail business and act as a strategic business partner to the store leadership team. The People & Culture Business Partner (PCBP) is a strategic, compliance-focused role crucial for maintaining organizational integrity across our growing retail fleet, with a specific focus on our high-risk Western markets. Reporting directly to the Director, People & Culture, this role drives strategic stability by serving as the dedicated People Partner to our Area Leaders. The PCBP will be accountable for managing all high-risk compliance functions, complex Employee Relations (ER), and comprehensive leave management, minimizing legal exposure and ensuring fair, consistent policy application across all 85+ store locations. This is a critical position that directly supports the business by proactively mitigating risk and enabling effective, accountable leadership in the field.

Requirements

Minimum 5 years of progressive HR experience, with at least 3 years focused specifically on Employee Relations, Leaves of Absence, and Workers' Compensation management, preferably in a multi-state retail or high-volume environment.
Experience working in a D2C or retail environment required.
Deep expertise in federal and state employment laws, including FMLA, ADA, EEOC guidelines, and specific compliance requirements for high-risk West Coast states, especially California (including wage and hour, pay transparency, and accommodation laws).
Demonstrated ability to lead complex, sensitive investigations and provide balanced, legally sound recommendations to senior leadership.
Exceptional communication skills, with the ability to maintain composure, objectivity, and empathy while navigating difficult employee and leader conversations.
Proven ability to drive accountability and consistency across a geographically dispersed team.
Bachelor’s degree in Human Resources, Business Administration, or a related field.

Nice To Haves

HR certification (SHRM-CP/SCP or PHR/SPHR) is highly desirable

Responsibilities

Lead and manage all complex and high-risk Employee Relations matters, including internal investigations, disciplinary actions, and terminations, ensuring all actions are fully documented and compliant with federal, state, and local regulations.
Partner with Area Leaders to coach, develop, and drive accountability in performance management, ensuring consistent execution of policy and performance standards.
Manage the exit interview process and conduct turnover analysis for the retail organization, identifying trends and recommending strategies to reduce voluntary turnover.
Serve as the primary subject matter expert and administrator for all employee leave programs, including FMLA, PFL, short-term disability, and other state/local protected leaves, with specific expertise in California leaves (CFRA, PDL) and accommodation laws.
Oversee and manage the end-to-end Workers' Compensation process, collaborating with insurance carriers and internal teams to ensure timely reporting and claim resolution.
Lead the interactive process for disability and religious accommodations (ADA, etc.) and manage return-to-work programs, ensuring compliance and successful integration back into the workforce.
Provide policy guidance to field leaders, assisting in the interpretation and implementation of the employee handbook and P&C policies.
Partner with Talent Acquisition to support strategic hiring for your business units.
Advise managers on role requirements, candidate assessment, and interview best practices.
Support onboarding and ensure new hire success.
Serve as the key P&C Strategic Partner, conducting dedicated biweekly meetings with Area Leaders to review people initiatives, leadership strengths, development opportunities, and address complex personnel challenges.
Collaborate with the Director of P&C on the planning and execution of organization-wide culture and compliance initiatives, ensuring operational stability during periods of change.
Maintain meticulous records within the HRIS and other compliance systems related to all ER, leave, and workers’ compensation matters.