Corporate

EssilorLuxottica Group•Toronto, ON

15h

About The Position

The Sr. Manager HR Business Partner 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 Sr. Manager brings subject matter expertise and fresh thinking to the team, shapes practical strategies, and stays focused on delivering meaningful results. EssilorLuxottica is a global leader in the design, manufacture, and distribution of ophthalmic lenses, frames, and sunglasses. They offer industry stakeholders in over 150 countries access to a global platform of high-quality vision care products and iconic brands. Their portfolio spans various categories, and their Shared Services Team supports the collective EssilorLuxottica organization. The company has a global community of over 200,000 dedicated employees.

Requirements

Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology or related field (or equivalent experience)
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; Reinforces one voice of HR
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

Utilizes a consulting process to identify department performance needs/gaps and recommends solutions to address business issues. Drives HR solutions that impact performance improvement and support the short and long-term business objectives.
Drives HR standardization, processes, and efficiencies across Optical Brands. Ensures managers execute appropriate HR practices, processes, tools, and systems.
Establishes trust and provides counsel to business leaders regarding their behaviors, skills, competencies, including individual and team development, business-decision-making, problem-solving, and general leadership practices.
Drives 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).
Drives manager accountability for employee engagement for the business unit, including development and execution of action plans.
Works proactively with Optical Brand leaders to understand and influence current and future state organizational structure.
Works proactively with managers and leaders to evaluate and prepare for future talent needs.
Drives organization change interventions (including structure, strategies and other L&D programs) to facilitate transition to future state.
Effectively prepares managers and leaders to execute change within their departments (e.g., acquisitions, restructuring, etc.). Executes actions plans to introduce and reinforce desired culture.
Engages HR COE partners as appropriate to ensure opportunities are addressed systemically and consistently, with a focus on creating a culture of continuous improvement.
Mitigates risk by ensuring Tier 0, Tier 1, Tier 2, Tier 3, and legal processes meet desired SLAs.