Sr. Manager, Human Resources

kate spade new york•Sacramento, CA

9d•$105,000 - $130,000

About The Position

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in. Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity. The successful individual will leverage their proficiency in Human Resources to... Employee Lifecycle Management Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies. Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners. Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes) Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions. Provide guidance on job descriptions, salary ranges, and internal mobility in partnership with HR Business Partners. Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries. Drive consistency in HR practices across districts and region while balancing the unique needs of field environments Provide on-the-ground HR support as needed, including store visits, field travel, and direct engagement with employees and leaders Employee Relations & Support Provide guidance on policy interpretation, employee relations issues, and conflict resolution. Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues. Proactively identify employee relations risks and trends across the field organization; develop and implement mitigation strategies in partnership with leadership where appropriate. Ability to relate, influence, and coach employees at all levels in the organization Partner with leaders to foster a positive work environment and drive employee engagement initiatives. Talent Management & Development Support performance management processes, including goal setting, quarterly snapshots, and development planning. Partner with Learning & Development to identify training needs and facilitate employee development programs. Assist in succession planning and talent review processes in partnership with HR Business Partners. Support cross-functional collaboration and matrixed leadership models. Coach and develop people managers on effective leadership practices, including performance management, feedback, engagement, and inclusive leadership behaviors. Organizational Development & Change Leadership Partner with HR Business Partners to drive organizational design efforts to align structure with strategic priorities. Lead change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing. Champion a high-performance, inclusive culture that supports innovation and agility Operational Excellence Monitor and analyze HR metrics to inform decision-making and continuous improvement. Ensure accurate and timely updates in HRIS systems and maintain employee records. Ensure compliance with global policies and local labor regulations. Partner with Finance and Legal on budget planning, risk mitigation, and governance.

Requirements

Strong knowledge of employment laws and HR best practices.
Excellent interpersonal, communication, and problem-solving skills including conflict resolution.
Strong coaching skills.
Ability to manage multiple priorities in a fast-paced environment and demonstrate proactive approach.
Experience managing cross-functional projects and initiatives
Strong analytical skills with the ability to interpret HR metrics and trends.
Experience in change management.
Proficiency with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR people platforms (Workday a plus)

Responsibilities

Employee Lifecycle Management Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies.
Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners.
Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
Provide guidance on job descriptions, salary ranges, and internal mobility in partnership with HR Business Partners.
Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries.
Drive consistency in HR practices across districts and region while balancing the unique needs of field environments Provide on-the-ground HR support as needed, including store visits, field travel, and direct engagement with employees and leaders
Employee Relations & Support Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements.
Partner with Employee Relations team for escalated issues.
Proactively identify employee relations risks and trends across the field organization; develop and implement mitigation strategies in partnership with leadership where appropriate.
Ability to relate, influence, and coach employees at all levels in the organization Partner with leaders to foster a positive work environment and drive employee engagement initiatives.
Talent Management & Development Support performance management processes, including goal setting, quarterly snapshots, and development planning.
Partner with Learning & Development to identify training needs and facilitate employee development programs.
Assist in succession planning and talent review processes in partnership with HR Business Partners.
Support cross-functional collaboration and matrixed leadership models.
Coach and develop people managers on effective leadership practices, including performance management, feedback, engagement, and inclusive leadership behaviors.
Organizational Development & Change Leadership Partner with HR Business Partners to drive organizational design efforts to align structure with strategic priorities.
Lead change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing.
Champion a high-performance, inclusive culture that supports innovation and agility
Operational Excellence Monitor and analyze HR metrics to inform decision-making and continuous improvement.
Ensure accurate and timely updates in HRIS systems and maintain employee records.
Ensure compliance with global policies and local labor regulations.
Partner with Finance and Legal on budget planning, risk mitigation, and governance.