Business Manager Jobs

About The Position

Requirements

• 8+ years of progressive HR, Talent Business Partner, Employee Relations, or related experience, including significant experience supporting executive-level stakeholders.
• Demonstrated experience leading employee relations programs, investigations, performance management processes, and workplace conflict resolution.
• Experience leading, managing, or developing talent teams and/or employee relations functions.
• Proven track record in organizational design, operating model development, workforce planning, and organizational effectiveness.
• Strong expertise leading large-scale change initiatives, communication strategies, and transformation efforts.
• Deep understanding of employment practices, employee relations risk management, and manager coaching.
• Exceptional strategic thinking and ability to translate business priorities into actionable talent solutions.
• Ability to operate effectively at both strategic and executional levels.
• Strong business acumen and a consultative, data-driven approach.
• Excellent judgment, influence, and executive presence.
• Ability to navigate ambiguity and balance competing priorities in a fast-paced environment.
• Experience operating in high-growth, transformational, or evolving organizational environments.
• Proven ability to build scalable processes, frameworks, and team capabilities that improve organizational effectiveness and employee experience.

Responsibilities

• Act as a trusted advisor to senior leaders and align talent strategy with business priorities.
• Partner with leaders on workforce planning, organizational strategy, and talent priorities; translate business strategy into proactive talent roadmaps.
• Advise on organizational health, leadership effectiveness, team performance, and talent risks, and anticipate future capability needs.
• Lead organizational design initiatives, including restructures, role clarity, operating model enhancements, and team effectiveness assessments.
• Use data, talent insights, and external market perspectives to diagnose organizational health and identify improvement opportunities.
• Drive workforce planning and talent review processes, and implement solutions that improve organizational effectiveness, accountability, and decision-making.
• Establish and lead the employee relations function, including scalable processes, governance, tools, and standards.
• Serve as the senior escalation point for complex employee relations matters, including performance management, workplace concerns, misconduct investigations, policy interpretation, accommodations, conflict resolution, and separation decisions.
• Partner with Legal, Compliance, and leaders to support consistent, compliant, fair employee relations practices aligned with YETI’s values.
• Analyze employee relations trends and case management insights to identify organizational risks and systemic issues, then develop proactive solutions.
• Develop frameworks, training, and manager toolkits for handling performance, conduct, feedback, and workplace matters.
• Lead investigations and sensitive workplace matters while maintaining objectivity, confidentiality, and risk mitigation.
• Establish service delivery standards, case management processes, and reporting mechanisms.
• Lead, coach, and develop Senior Associate Talent Partners who provide front-line Talent support.
• Set team operating models, roles, responsibilities, and service expectations; oversee employee relations matters, manager consultations, workforce actions, and day-to-day talent support.
• Build team capability through coaching, development planning, and knowledge sharing; create scalable intake, triage, and case management processes.
• Coordinate the Senior Associate Talent Partner team with Talent Business Partners and monitor performance, workload, service quality, and metrics.
• Identify opportunities to streamline processes, improve manager experiences, and increase organizational capacity.
• Lead complex organizational change initiatives, including end-to-end change planning and execution, and develop communication strategies that support understanding, alignment, and adoption.
• Guide leaders through growth, transformation, restructuring, and organizational evolution; ensure change initiatives are measurable, sustainable, and aligned with business outcomes.
• Build organizational readiness and leadership capability to navigate change.
• Coach and develop leaders; identify, assess, and accelerate talent while building diverse succession pipelines.
• Facilitate talent reviews, succession planning, and leadership development initiatives.
• Support high-performance cultures rooted in accountability, engagement, and inclusion, and drive strategies to improve retention, engagement, capability, and leadership effectiveness.