Manager, Human Resources

Tapestry•New York, NY

7h•$90,000 - $110,000•Hybrid

About The Position

Since its launch in 1993 with a collection of six essential handbags, Kate Spade New York has always been colorful, bold, and optimistic. Today, it is a global lifestyle brand that designs extraordinary things for the everyday, delivering seasonal collections of handbags, ready-to-wear, jewelry, footwear, home décor, and more. Known for its rich heritage and unique brand DNA, Kate Spade New York offers a distinctive point of view and celebrates communities of women around the globe who live their perfectly imperfect lifestyles. Kate Spade New York is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Primary Purpose: The Manager, Human Resources will serve as a trusted partner to business leaders, providing comprehensive HR generalist support across the employee lifecycle for corporate functions. The Manager acts as an operational partner to functional leaders, ensuring HR processes are executed efficiently, compliantly, and with a focus on employee experience. The position is based in our New York City headquarters (hybrid: 3 days/week in office, Tues–Thurs) and reports to the Senior Director, HR Business Partner.

Requirements

5+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred; equivalent combination of education and experience will be considered.
HR certification (PHR/SPHR or SHRM-CP/SCP) preferred.
Strong knowledge of employment laws and HR best practices.
Excellent interpersonal, communication, and problem-solving skills.
Ability to manage multiple priorities in a fast-paced environment.
Experience managing cross-functional projects and initiatives
Experience with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR people platforms (Workday a plus)

Nice To Haves

Experience in change management.
Strong analytical skills with the ability to interpret HR metrics and trends.
Workday experience

Responsibilities

Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies.
Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners.
Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
Partner with Total Rewards to administer compensation programs, salary adjustments, and annual merit processes.
Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
Provide guidance on job descriptions, salary ranges, and internal mobility.
Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries.
Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues.
Ability to relate, influence, and coach employees at all levels in the organization
Partner with leaders to foster a positive work environment and drive employee engagement initiatives.
Support performance management processes, including goal setting, mid-year and year-end reviews, and development planning.
Partner with Learning & Development to identify training needs and facilitate employee development programs.
Assist in succession planning and talent review processes.
Support cross-functional collaboration and matrixed leadership models by partnering with HR peers to ensure aligned, cohesive talent and development strategies
Partner with HR Business Partners to assist in developing organization design recommendations and support end-to-end implementation of new structures ensuring alignment structure with strategic priorities and operational effectiveness.
Coordinate change management initiatives including communication planning, stakeholder engagement, and resourcing.
Champion a high-performance, inclusive culture that supports innovation and agility
Monitor and analyze HR metrics to inform decision-making and continuous improvement.
Ensure accurate and timely updates in HRIS systems and maintain employee records.
Ensure compliance with global policies and local labor regulations.
Partner with Finance and Legal on budget planning, risk mitigation, and governance.