Senior Manager, People & Culture

Fashion Nova•Beverly Hills, CA

11d•Onsite

About The Position

Fashion Nova is the world’s leading trend-to-market fashion and lifestyle brand with high-growth categories across its Women, Men, Kids and Beauty divisions. Renowned for delivering the most-wanted styles to millions worldwide, Fashion Nova earned the title of the Top 5 Most-Searched Fashion Brand on Google in 2022, alongside Louis Vuitton and Nike. Founder & CEO Richard Saghian launched the brand in 2006, from a retail location in Los Angeles. After multiple store openings, Saghian launched the e-commerce website for Fashion Nova in 2013, pioneering a disruptive social commerce model of affordable, on-trend, size-inclusive clothing online – powered by an innovative, social media-first marketing strategy. Today, Fashion Nova has amassed over 40 million social media followers, with annual sales of approximately $2 billion! The brand’s name has been featured in chart-topping hit songs by Cardi B, Drake, 21 Savage, Saweetie, The Game, Tyga and Offset and its styles have been worn by many celebrities, artists and athletes including Meg The Stallion, Ice Spice, Chris Brown, Floyd Mayweather, Rick Ross, Kourtney Kardashian, and Kylie Jenner. ROLE OVERVIEW The Senior P&C Manager (SPCM) position is responsible for aligning business objectives with employees and leaders supporting designated client groups. SPCM is responsible for leading, implementing and delivering HR initiatives and will act as a change agent. This role works collaboratively with management to lead strategic people priorities and solutions that accelerate the achievement of business plans through organizational effectiveness.

Requirements

10+ years of Human Resource experience
A bachelor's degree required; MBA or master’s in industrial relations or human resources management is preferred
SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) credentials are highly desirable
Excellent communication skills both verbal and written
Strong understanding of Human Resources concepts, practices, programs, and methodologies
Strong ability to work as a team with a result driven approach in a fast-paced environment
Self-driven, analytical thinker with effective organizational and planning skills
Maintain a high degree of professionalism while interfacing with all levels of the organization as a primary point of contact for the team
Schedule of this position: Monday – Friday | Core Business Hours (typically, 9:00 am to 6:00 pm) | Onsite

Responsibilities

Act as a frontline thought partner to dedicated leaders on all aspects of the employee experience: full employee life cycle, talent onboarding, change management, employee engagement initiatives, performance management, career development, employee relations, off-boarding, etc.
Own the employee experience through the implementation of robust organizational onboarding strategies (e.g., stay interviews, check-ins, focus groups, employee engagement surveys) that measure employee satisfaction and morale; analyze results and provide recommendations to management for action plans to improve culture and boost retention rates
Provide day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Facilitate compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching/counseling, IP/ADA process, LOA administration, investigations, and offboarding)
Partner with dedicated client groups to consult and administer the LOA and IP/ADA process from beginning to end, in close partnership with internal team and local management
Plan, coordinate and execute employee engagement initiatives and activities that foster a positive workplace culture and enhance employee morale.
Assist in the facilitation of annual open enrollment for Company benefit plans; provide field assistance to employees with questions or concerns related to benefit programs; liaison between benefits team for complex inquiries
Interpret human resources policy to local management; ensure regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
Interacts effectively, professionally, confidentially, and diplomatically in all employee relations, always projecting a professional image in keeping with Company goals and objectives while exercising the highest degree of confidentiality and professionalism