Manager, Human Resources Business Partner - Southwest

At Tiffany & Co., joy is central to everything we do, from crafting our exceptional pieces to inspiring clients to express and celebrate the many facets of love. It’s a skill that we’ve been perfecting since 1837, one empowered by our daring vision and entrepreneurial spirit. Together, each generation of employees honor our past while dreaming of our future.

Job Overview

The Manager, Human Resources Business Partner – Southwest is a critical position linking our people &
talent strategies with business success. This important management role within our Southwest market is responsible for all the human resources needs for all retail operations across Southwest. This role plays an instrumental role in project and communication alignment between global and the region. The Manager, HRBP will focus on the development and delivery of human capital strategy, consult with business leaders to objectively drive
people aspects of business performance, strategize workforce planning, leverage people analytics to inform
business and talent strategy and be a coach and advisor to senior business leaders. This role will be
providing strategic HR guidance and leverage programs and methodologies created by Centers of
Expertise.

The Manager, Human Resources Business Partner – Southwest must be able to think strategically while
also being hands-on in overseeing the day-to-day execution of the agreed upon strategy with a focus on
clients, people, and brand desirability. They will be open and approachable and will work with both the
central team and the local teams in a transparent, united and mutually supportive manner. They must model
and champion our core belief; People Make the Difference and our values; Be Creative & Innovative, Deliver
Excellence and Cultivate an Entrepreneurial Spirit.”

Thoughtful

• Provide HR oversight to help develop and implement HR initiatives which support business
  success while furthering the TCO Global HR mission.

• Utilize functional expertise to ensure consistent and fair resolution of complex employee
  relations and benefits situations, including utilization of specialist resources and legal counsel
  as necessary.

• Manage organizational risk in application and implementation of all policies and practices.

• Be visible and focused on external recruitment balancing short term and long-term talent
  planning, on-boarding and diversifying talent levels.

• Identify strategic positions and ensure talent action plans are always in place (balancing both
  internal succession planning, external recruiting practices, bench strength assessment).

• Maximize internal talent: utilize one on one conversation, meetings, and tools such as talent
  action plans to ensure there are clear career paths and on-going dialogue for next steps and
  development opportunities.

• Act as a constant conduit for communication between key Leaders to ensure the identification
  and development of initiatives and projects to meet business needs (i.e., strategic staffing,
  employee relations, compensation, training, organization redesign, recognition and rewards,
  bench strength, localizing large scale corporate projects etc.).

• Project management- ensures alignment of projects between Global and Region. Ensure HR
  projects/initiatives are managed, developed, and communicated in line with Business Strategy.

• Assess for and improve on operational efficiencies of HR processes and procedures.

• Work with the larger team across North America and Global HR to ensure overall HR Team
  Development.

• Drive quality HR service and support at all levels.

Curious

• Demonstrate depth of knowledge in functional HR areas: employee relations,
  compensation & benefits, training and organizational design, workforce planning, strategic
  staffing/recruitment and apply that knowledge to influence others towards successful
  solutions.

• Identify Compensation and benefits trends/shortfalls/opportunities. Work with Global
  Compensation and Benefits to review appropriate data to ensure programs as
  competitive. Conduct local industry compensation analysis through networking and
  recruiting insight

Optimistic

• Constantly challenge innovation around the talent pipeline.

Qualifications

Required

• BA/BS or relevant work experience

• Minimum 7-10 years HR experience, including HR Generalist experience

• Knowledge of Retail, or luxury goods preferred

• Strong leadership presence and experience managing differing groups of individuals

• Strong consultative, coaching, communication, and influence skills

• Demonstrated expertise & proven success in HR service delivery

• General business acumen, demonstrated analytical and creative thinking ability

• Strong computer skills with MS Office and HRIS

• Must be organized, detail oriented, demonstrated project management skills, able to work
  independently and handle multiple priorities/projects simultaneously

• Ability to maintain strict confidentiality

Preferred

• Advanced degree or additional related work experience

• Industry specific experience (Retail, Luxury, or multi-brand)

• Experience with HR Metrics and creative sourcing/ talent pipeline strategies

The hiring range for this position ranges from $111,000 - $157,000. The rate of pay offered will be dependent upon
candidates’ relevant skills and experience.