Sr. Manager, People Business Partner

Tatcha•San Francisco, CA

2d•$130,000 - $140,000•Hybrid

About The Position

The Sr. Manager, People Business Partner, is responsible for driving people and culture initiatives to positively impact individual and team performance, employee retention, and employee development for Tatcha. This person delivers superior customer service using a high touch approach and frequent visibility with employees and leadership to create trust and build relationships, acting simultaneously as an employee advocate and business partner with leadership. Additionally responsible for management and partnership in areas such as business partner to company people leaders, employee relations, retention, training and development, succession planning, and overall adherence to all federal and state employment practices.

Requirements

Minimum 5-7+ years diverse and progressive Human Resources experience in a generalist capacity dealing with complex business and Human Resources issues (employee relations, coaching/counseling, change management, talent acquisition etc.). Experience within the beauty industry is highly desired.
Minimum BA/BS degree required. Advanced degree or SPHR/SHRM-SCP preferred.
Knowledge of state and federal laws, regulations and requirements related to HR including, Wage and Hour, LOA’s, EEO, ADA, workers compensation and others.
Proven ability to develop strategic working relationships with leaders and act as a strategic partner on all people related decisions.
Proven experience in coaching, mentoring, training, and developing individuals and teams.
Excellent presentation, written and verbal communication skills.
Excellent organizational and project management skills.
Strong business acumen.
Exemplary interpersonal and communication skills, and the ability to easily engage others within a training/development environment.
Proficient in Office 365 applications – expert in PowerPoint a plus.
Ability and willingness to travel up to 20%.
Must be based in the San Francisco Bay Area with willingness to work from the SF office a minimum of two days per week.

Nice To Haves

Experience within the beauty industry is highly desired.
Advanced degree or SPHR/SHRM-SCP preferred.
expert in PowerPoint a plus.

Responsibilities

Provide counsel, feedback and coaching on broad ranging issues including business operations, process and employee-related actions that enhance the individual growth and performance of all employees.
Work strategically to diagnose problems, analyze data, identify root causes, and recommend solutions for HR related business issues. In partnership with the Head of Global People & Culture, develop strategic solutions for improvement.
Participate in leadership meetings, when necessary, as a business partner to identify employee impact (development, employee relations, performance management, talent management, etc.), relating to business strategies.
Provide advice and recommendations in all areas of People/Human Resources related programs, policies, and laws.
Conduct and document investigations pertaining to unemployment, harassment, discrimination, etc. in accordance with company guidelines as well as directives by company legal department, collaborate with Legal Counsel on issues where appropriate.
Coach, and educate leadership and people managers through conflict management/resolution, discipline/corrective action, policy and procedures and labor law compliance.
Work directly with talent acquisition to identify opportunities to improve retention, skill sets required and partner on any revised organizational changes.
Provide consultation and support to management on talent matters, sourcing needs and strategic placement of talent in a timely fashion.
Partner with head of talent acquisition and hiring managers to ensure successful onboarding for new hires.
Manage, understand, and analyze employee turnover. Recommend appropriate strategies and partner with the people team to impact employee turnover.
Lead strategy to build capable, diverse, performing talent by owning talent management and succession planning processes in partnership with leadership team.