Sr. Manager, Human Resources

Tapestry•New York, NY

19d•$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 Coach employee lifecycle. The role ensures consistent execution of HR strategies, programs, and policies while supporting workforce effectiveness, compliance, and employee engagement. It is based in New York City at 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 oversees employee lifecycle operations, including onboarding, job changes, relocations, promotions, exits, cyclical HR programs, compensation administration, hiring support, and employee guidance on leave and benefits. It advises on employee relations, policy interpretation, conflict resolution, and investigations, and partners with leaders to foster engagement and a positive work environment. The Sr. Manager supports performance management, employee development, succession planning, talent reviews, organizational design, change management, and organizational effectiveness. The role also monitors HR metrics, maintains accurate Workday records, ensures compliance with company policies and labor regulations, and partners with Finance and Legal on 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 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.
High levels of professionalism, judgment, and discretion.
Ability to build trust, influence stakeholders, and navigate sensitive situations effectively.
A continuous improvement mindset and adaptability in an evolving organizational environment.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
6+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred.

Nice To Haves

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

Responsibilities

Serve as a first point of contact for performance management and employee relations issues, providing guidance and supporting 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, including 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.
Guide employees on leave of absence and benefits programs and assist with escalated inquiries.
Advise on policy interpretation, employee relations issues, and conflict resolution.
Conduct investigations and recommend solutions to employee concerns in compliance with company policies and legal requirements.
Partner with the Employee Relations team on escalated issues.
Relate to, influence, and coach employees at all levels of the organization.
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.