Strategic Business Partnership

• Act as a key HR partner to Retail leaders, providing guidance on talent and employee matters.
• Partner with business leaders to support organizational effectiveness and execution of people initiatives.
• Coach managers on performance management, employee development, and change-related matters.
• Run the performance management cycle for the retail population — goal setting, mid-year, year-end, and calibration.
• Utilize workforce data and HR metrics to support hiring, talent, and organizational decisions.
• Build strong partnerships through a solid understanding of retail operations and business priorities.
    

Talent Acquisition & Candidate Experience

• Manage full-cycle recruitment for Retail positions, including sourcing, screening, interviewing, offer development, and onboarding.
• Partner with hiring managers to understand hiring needs and develop effective recruitment plans.
• Build and maintain talent pipelines to support current and future staffing needs.
• Ensure a positive and engaging candidate experience throughout the recruitment process.
• Track recruiting activity and market trends to support workforce planning and hiring outcomes.
    

Employee Relations & Leadership Coaching

• Provide guidance and support on workplace matters, investigations and policy interpretation.
• Partner with managers to address employee issues in a fair, consistent, and compliant manner.
• Coach leaders through difficult conversations and employee situations.
• Support manager capability development across the Retail organization through coaching resources, toolkits, and development programs.
• Coordinate and support culture and engagement initiatives for the Retail organization, translating employee feedback into actions that leaders hold.
• Foster a positive, inclusive, and respectful work environment.
    

Talent Management & Development

• Coordinate Career Compass programs across the Retail organization — career pathways, development conversations, and internal mobility made visible and accessible to every employee.
• Manage the retail learning calendar and drive delivery across store populations.
• Partner with leaders to identify and develop talent, build succession depth, and drive talent review and internal mobility across the Retail organization.

• Bachelor’s degree or higher.
• 5+ years of progressive HR experience, including HR Business Partnering and full-cycle recruitment responsibilities.
• HR experience supporting retail populations within luxury retail environments is highly preferred. 
• Good understanding of talent strategy, employee relations, workforce planning, performance management, and organizational effectiveness.