Director, HR Business Partner

Tapestry (Coach/Kate Spade); New York (NY); On-site; USD 180,000 - 240,000; Full time

Job summary

Tapestry, the global house of brands including Coach and Kate Spade New York, seeks a Director, HR Business Partner for Corporate Functions. Based in NYC, this role partners with Finance, Legal, IT and Strategy to build talent, culture, and organizational strategies aligned with business goals.

You will lead talent reviews, leadership development, and organizational change, ensuring HR strategy translates into practical actions across diverse corporate client groups.

Qualifications

• Strategic leader with ability to translate business goals into people and culture initiatives.
• Strong judgment, operational rigor, and consultative skill for diverse corporate client groups.
• Proven capability to drive leadership development and organizational change.

Responsibilities

• Lead strategic HR partnerships for Finance, Legal, IT and Strategy.
• Shape organization design, workforce planning, and succession across corporate functions.
• Drive talent reviews, leadership development, and pipeline strategies for senior leaders.
• Guide change management and employee relations across client groups.
• Champion accountability, inclusion, and employee engagement across the HR spectrum.

Skills

Strategic thinking

Leadership

People management

Change management

Job description

We believe that difference sparks brilliance, so we welcome people and ideas from everywhere to join us in stretching what's possible.

At Tapestry, being true to yourself is core to who we are. When each of us brings our individuality to our collective ambition, our creativity is unleashed. This global house of brands - Coach and Kate Spade New York - was built by unconventional entrepreneurs and unexpected solutions, so when we say we believe in dreams, we mean we believe in making them happen. We're always on a journey to becoming our best, but you can count on this: Here, your voice is valued, your ambitions are supported, and your work is recognized.

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. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity.

Primary Purpose

The Director, HR Business Partner for Corporate Functions is a strategic leader and trusted advisor operating at the intersection of people strategy and business performance across Coach's corporate functions - including Finance, Legal, IT and Strategy. This role partners closely with function leaders and their teams to build and implement talent, culture and organizational strategies that align with business goals and drive operational excellence, capability building, and organizational effectiveness.

This leader will bring strong judgment, operational rigor, and consultative skill to help build high-performing teams, strengthen leadership capability, and enable organizational change across a diverse set of corporate client groups. Based in NYC, the Director will work from Tapestry's HQ office a minimum of three days per week (Tuesday-Thursday), serving as a critical connection point between HR centers of excellence and function leadership, ensuring HR strategy is translated into practical, business-relevant action. This role reports to the Sr. Director, HR Business Partner for the Corporate Functions.

The successful individual will leverage their proficiency in Human Resources to provide...

Strategic Business Partnership

• Serve as the primary HR Business Partner for assigned corporate functions, aligning HR priorities to business goals, operating plans, and functional strategy.
• Partner with function leaders to shape organization and talent strategies that improve performance, agility, and employee engagement.
• Provide guidance on organizational structure, workforce planning, capability building, and succession strategies within client groups.
• Act as a trusted advisor to leaders on team effectiveness, organizational health, and change readiness.

Organizational Design and Effectiveness

• Partner with function leaders to confirm roles, reporting lines, and organizational structures that support evolving business needs.
• Apply enterprise organizational design frameworks, tools, and calibration standards consistently within client groups, while allowing for function-specific needs.
• Support headcount planning and workforce optimization in partnership with Finance and function leadership.
• Advise leaders on decision rights, governance, and team structure to ensure organizational design supports business objectives.
• Partner closely with Legal, Employee Relations and People Partner teams on all aspects of employee relations and compliance.

Talent Strategy and Leadership Development

• Lead talent reviews, succession planning, and leadership pipeline strategies across assigned corporate functions.
• Partner with leaders to identify critical roles, assess bench strength, and create targeted development plans for high-potential talent.
• Coach leaders on performance management, leadership capability, team dynamics, and development planning.
• Support talent acquisition strategies in partnership with recruiting to secure critical functional talent.
• Provide calibration guidance to ensure talent assessments are applied fairly, consistently, and in compliance with legal and regulatory requirements.

Change Leadership and Employee Relations

• Lead the people side of business change within client groups, including change planning, stakeholder engagement, communications, and adoption strategies.
• Support leaders through periods of organizational change, ensuring consistent employee experience, communication planning, and clear business rationale.
• Partner with Legal and Employee Relations on complex employee matters, ensuring consistent, compliant, and equitable resolution.
• Partner across HR centers of excellence and business leaders to implement scalable solutions during transformation or restructuring initiatives.

Culture, Engagement, and Inclusion

• Champion a culture of accountability, inclusion, collaboration, and continuous improvement within client groups.
• Interpret engagement insights, diagnose root causes, and implement action plans that improve employee experience and retention.
• Embed company values and