Sr. Manager, Human Resources

kate spade new york•New York, NY

2d•$105,000 - $130,000•Hybrid

About The Position

The Sr. Manager, Human Resources is a People Partner and trusted advisor to corporate people managers and employees, providing comprehensive HR support across the employee lifecycle for the Coach brand. The role ensures consistent execution of HR strategies, programs, and policies while supporting workforce effectiveness, compliance, and employee engagement. It is based in NYC, Hudson Yards, with a hybrid schedule of three days per week in the office, Tuesday through Thursday, and reports to the Director, Human Resources Business Partner. The role covers employee lifecycle management, employee relations, talent management and development, organizational development and change leadership, and operational excellence. It oversees day-to-day HR operations and cyclical programs, provides employee and manager guidance, supports organizational effectiveness and change initiatives, and uses HR metrics to inform decisions and continuous improvement. The position works with HR Business Partners and teams including Total Rewards, Talent Acquisition, Learning & Development, Employee Relations, Finance, and Legal.

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 take a proactive approach.
Experience managing cross-functional projects and initiatives.
Strong analytical skills and ability to interpret HR metrics and trends.
Experience in change management.
Proficiency with Microsoft Word, Excel, PowerPoint, Visio, and Teams, and HR people platforms; Workday is a plus.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Six or more years of progressive HR experience, including employee relations, performance management, and HR operations, preferred.
High levels of professionalism, judgment, and discretion.
Ability to build trust, influence stakeholders, and navigate sensitive situations effectively.
Continuous improvement mindset and adaptability in an evolving organizational environment.

Nice To Haves

HR certification such as PHR/SPHR or SHRM-CP/SCP.
Knowledge of Marketing, Merchandising, Buying & Allocation, eCommerce, and/or Wholesale functions.

Responsibilities

Serve as the first point of contact for performance management and employee relations matters, providing guidance and supporting fair, 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, such as engagement surveys and year-end processes.
Partner with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes.
Collaborate with Talent Acquisition to support timely and effective hiring for open positions.
Provide guidance on job descriptions, salary ranges, and internal mobility in partnership with HR Business Partners.
Advise employees on leave of absence and benefits programs and assist with escalated inquiries.
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 on escalated issues.
Relate to, influence, and coach employees at all levels.
Partner with leaders to foster a positive work environment and drive employee engagement initiatives.
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 with succession planning and talent review processes in partnership with HR Business Partners.
Support cross-functional collaboration and matrixed leadership models.
Partner with HR Business Partners on organizational design to align structures with strategic priorities.
Lead change management and organizational effectiveness initiatives, including communication planning, stakeholder engagement, and resourcing.
Champion a high-performance, inclusive culture that supports innovation and agility.
Monitor and analyze HR metrics to inform decision-making and continuous improvement.
Ensure accurate and timely updates in Workday 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.