Senior Manager HR Business Partner

EssilorLuxottica Group•New York, NY

6d•$140,272 - $178,000•Onsite

About The Position

We are looking for a Sr. Manager HR Business Partner who can be a trusted advisor in providing HR leadership and guidance in supporting a results-oriented organization. The Sr. Manager HRBP will help lead and drive all transformation and integration efforts across the business to effectively support the vision, mission and objectives of the client perimeter. This role will also partner with the HR Centers of Excellence (COEs) to ensure effective development and execution of EssilorLuxottica HR programs and initiatives such as talent management, succession planning, performance management, recruiting, compensation planning, and employee relations.

Requirements

Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology or related field.
8+ years’ progressive business/HR experience
Experience working in a highly matrixed and complex environment
Strong knowledge of HR policies, processes and programs
Sense of urgency and drive for results
Critical thinking, analytical and problem-solving skills
Demonstrated success executing change initiatives
Responsive, with strong interpersonal, relationship-building and communication skills
Strong collaboration and teamwork
Demonstrated ability to treat confidential matters with appropriate discretion
Proficient in Microsoft Office

Responsibilities

Utilize a consulting process to identify department performance needs/gaps and recommend solutions to address business issues/opportunities.
Take the lead on all integration related activities and org evolutions for a business unit that is undergoing tremendous change and transformation.
Drive HR standardizations, processes, and efficiencies across departments. Ensure managers execute appropriate HR practices, processes, tools, and systems.
Establish trust and provide counsel to business leaders regarding their behaviors, skills, competencies, including individual and team development, business-decision-making, problem-solving, and general leadership practices.
Drive management’s ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management).
Drive manager accountability for employee engagement for the business unit, including development and execution of the action plans.
Collaborates with the business’s departmental heads and management in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees where necessary, providing coaching and mentoring support where required.
Work proactively with Shared Services leaders to understand and influence current and future organizational structure.
Work proactively with managers and leaders to evaluate and prepare for future talent needs.
Effectively prepare managers and leaders to execute change within their departments (e.g., acquisitions, restructuring, etc.). Execute actions plans to introduce and reinforce desired culture.
Challenge the status quo and proactively identify/develop solutions.
Foster a high performing, results-driven culture by being able to manage performance and engage in disciplinary action when deemed appropriate.
Engage HR partners as appropriate to ensure opportunities are addressed systemically and consistently, with a focus on creating a culture of continuous improvement.