Senior Manager HRBP

EssilorLuxottica Group•New York, NY

2d•$140,272 - $178,122•Onsite

About The Position

We are a global leader in the design, manufacture, and distribution of ophthalmic lenses, frames, and sunglasses. We offer our industry stakeholders in over 150 countries access to a global platform of high-quality vision care products such as the Essilor brand, with Varilux, Crizal, Eyezen, Stellest and Transitions, iconic brands that consumers love such as Ray-Ban, Oakley, Persol and Oliver Peoples, as well as a network that offers consumers high-quality vision care and best-in-class shopping experiences such as Sunglass Hut, LensCrafters, and Target Optical, and leading e-commerce platforms. Our portfolio of more than 150 renowned brands span various categories, from frames, lenses and instruments to brick and mortar and digital distribution as well as mid-range to premium segments. Our Shared Services Team, accompany and enable others within the EssilorLuxottica collective to achieve their targets. They keep people and projects running smoothly, ensuring every part of our business is provided for and well taken care of. Join our global community of over 200,000 dedicated employees around the world in driving the transformation of the eyewear and eyecare industry. 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 corporate organization. The Sr. Manager HRBP collaborates with HR Centers of Excellence (COEs) to ensure effective development and execution of Luxottica HR programs and initiatives such as talent management, succession planning, performance management, recruiting, compensation planning, and associate relations. The ideal candidate will be integral part of the cross-functional HR team and be able to operate in high growth and fast paced business within a highly complex matrixed to vertically integrated organization.

Requirements

Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology or related field
8+ years’ progressive business/HR experience
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
Proven ability to work across multiple functions within a matrix environment
Responsive, with strong interpersonal, relationship-building and communication skills
Strong collaboration and teamwork
Demonstrated ability to treat confidential matters with appropriate discretion
Proficiency with Microsoft Office

Nice To Haves

Master’s Degree in Business Administration, Organizational Leadership, or Human Resources
Retail industry experience
Previously held positions in at least 2 HR COE disciplines

Responsibilities

Utilize a consulting process to identify department performance needs/gaps and recommend solutions to address business issues.
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, and pay-for-performance).
Drive manager accountability for employee engagement for the business unit, including development and execution of the action plans.
Work proactively with Shared Services leaders to understand and influence current and future states organizational structure.
Work proactively with managers and leaders to evaluate and prepare for future talent needs.
Drive organization change interventions to facilitate transition to future state.
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 performance manage and engage in disciplinary action when deemed appropriate
Engage HR COE partners as appropriate to ensure opportunities are addressed systemically and consistently, with a focus on creating a culture of continuous improvement.