New York, NY, US
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Director, HR Business Partner

Country : USA USA

State : New York

Town : New York

Category : Human Resources

Contract type : Permanent

Availability : Full time

Company presentation

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last-for you to be yourself in.
Coach is part of the Tapestry portfolio - a global house of brands committed to stretching what's possible.

Job description

The HR Business Partner will support senior leaders in Coach that are direct reports to the CEO & President and their leadership teams. The HR Business Partner will work with leaders to translate business strategy and initiatives into human resources actions and plans, and partners with leaders to create an inclusive work place. This person will deliver projects, whether as the project lead or through project support, across Coach and the Tapestry HR community.
The role is based in our headquarters in New York City in a hybrid position, (in the office two to three days a week on average).
Talent management
- Develop plans with leaders to attract, develop, retain, integrate talent to support the overall business strategy.
- Assess internal and external talent based on short-term and long-term business objectives, identify gaps and work with leadership on plans to address.
- Partner with Tapestry Talent Acquisition on approach to addressing short-term and long-term talent needs.
Organizational Development & Workforce Planning
- Build, drive and execute plans for organizational change initiatives including org design, communication plans, resourcing plans.
- Partner on organizational design - collaborate with leaders to identify areas to enhance business performance through strategy, structure, process, people and rewards.
Coaching and Consulting
- Proactive advisor to leaders; use inquiry to problem solve and surface underlying issues in order to achieve business outcomes.
- Where appropriate, serve as a coach for leaders as they work through approaches to leading their organizations helping them to achieve success, both individually and across their organization
Culture & Employee Engagement
- Partner with leaders on employee engagement using data to identify factors that drive performance, commitment and intent to stay; partner with leaders to develop plans in support of improving engagement.
- Champion company vision, purpose and values with business leaders.
- Partner with the Inclusion & Diversity COE lead on developing and implementing initiatives that support our value of Inclusion across Tapestry
Working in HR at Tapestry
- Foster productive relationships across HR globally to deliver impactful programs and services that support the business agenda.
- Advocate and engage partners from HR COE functions in support of relevant activities
- Partner with COEs to leverage their programs and expertise and align policies, practices and priorities to deliver HR solutions and business benefit.


- Strategic thinking
- Ability to analyze data to identify trends and inform decisions
- Exceptional listening skills paired with strong business acumen and intellectual curiosity
- Ability to relate to, influence, and coach employees of all levels in the organization
- A true hands-on approach as well as the ability to successfully monitor the "pulse" to ensure a high level of employee engagement
- High degree of emotional intelligence and resilience; able to thrive in a fast paced environment with a high level of energy and sense of humor
- Resourceful, with strong problem-solving ability; able to take an issue in the business and create plan to address
- Excellent communication and facilitation skills
- Demonstrated strength in project delivery
An outstanding professional will have...
- Bachelor's Degree
- Minimum 8 years of relevant HR business partner/generalist experience including talent and performance management, coaching, employee relations, recruitment, organizational development
Our Competencies for All Employees
- Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
- Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
- Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
- Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
- Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
- Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
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