Generalist, HR - OTB NAM

OTB; New York (NY); On-site; USD 70,000 - 100,000; Full time

Job summary

OTB NAM seeks an HR Generalist to partner across the full employee lifecycle for multiple brands. Independently lead ER matters, investigations, and advise on policy interpretation while coordinating recruitment and onboarding.

You will manage HR projects, maintain confidential documentation, and report workforce metrics to leadership, supporting a scalable multi-brand organization.

Qualifications

• Experienced HR generalist with independent ER and investigations judgment.

Responsibilities

• Independently lead employee relations (ER) meetings and cases end-to-end: scheduling, investigation interviews, case documentation, corrective action and coaching decisions, and driving cases to resolution.
• Lead ER meetings, investigation interviews, and difficult conversations independently; partner with the HRVP/Director on complex, high-risk, or precedent-setting cases rather than day-to-day oversight.
• Prepare and lead ER case materials and meetings independently, escalating complex or high-risk cases to the HRVP/Director, and maintain accurate, confidential documentation throughout.
• Independently interpret and apply HR policy to specific employee situations, escalating only complex or ambiguous matters to the HRVP/Director.
• Own the full administrative employee life cycle for an assigned brand or client group, from onboarding through offboarding, including transfers, promotions, and leave coordination.
• Coordinate full-cycle recruitment logistics for retail leadership and select corporate roles (scheduling, candidate communication, offer letter drafting), with sourcing strategy and negotiation led by HR leadership.
• Coordinate manager training logistics and materials on HR topics (policy changes, performance management, workplace conduct), delivered jointly with or under the direction of HR leadership.
• Coordinate HR project work (e.g., holiday policy rollouts, engagement survey action planning, workforce planning exercises), with HR leadership setting direction and reviewing key decisions.
• Compile and organize HR metrics (turnover, engagement, headcount) into leadership-ready reporting, with HR leadership

Skills

Employee relations

Investigations

Recruitment

Performance management

Policy interpretation

Case resolution

Job description

About OTB Group

OTB is an international fashion group comprising the iconic, unconventional brands Diesel, Jil Sander, Maison Margiela, Marni and Viktor&Rolf. It also controls the Staff International and Brave Kid companies and holds a stake in American brand Amiri. OTB - short for "Only The Brave" - believes in the possibility of pushing beyond the frontiers of fashion and style to support the creativity of international talents and express in full the innovative spirit and uncompromising courage of its founder and chairman, Renzo Rosso. With more than 6,000 employees worldwide, the Group is founded on a digital approach centred on the consumer, a concrete long-term commitment to the creation of a sustainable, technologically driven business, and close attention to social issues through the OTB Foundation.

About OTB Group

OTB is an international fashion group comprising the iconic, unconventional brands Diesel, Jil Sander, Maison Margiela, Marni and Viktor&Rolf. It also controls the Staff International and Brave Kid companies and holds a stake in American brand Amiri. OTB - short for "Only The Brave" - believes in the possibility of pushing beyond the frontiers of fashion and style to support the creativity of international talents and express in full the innovative spirit and uncompromising courage of its founder and chairman, Renzo Rosso. With more than 6,000 employees worldwide, the Group is founded on a digital approach centred on the consumer, a concrete long-term commitment to the creation of a sustainable, technologically driven business, and close attention to social issues through the OTB Foundation.

The HR Generalist provides broad HR partnership across the full range of HR functions, including employee relations, performance management, recruitment, compensation, and talent management, with primary ownership employee relations (ER) matters. In partnership with the HRVP/HRD, this position independently leads ER meetings, investigations, and difficult conversations, exercising judgment on policy interpretation and case resolution rather than only documenting or observing (scheduling, notetaking, documentation, case tracking) while the HRVP/HRD leads the substantive ER conversations and decisions. The HR Generalist partners closely with the HRVP/HRD on complex, high-risk, or precedent-setting cases, but is expected to own the full lifecycle of routine and moderately complex ER matters: intake, investigation, documentation, and resolution, without day-to-day oversight. This role suits an experienced HR generalist who has already built independent ER and investigations judgment and is ready to apply it at scale across a multi-brand, multi-market organization, rather than someone still developing that capability.

Reports To:

Director, Human Resources - OTB NAM

Responsibilities:

• Independently lead employee relations (ER) meetings and cases end-to-end: scheduling, investigation interviews, case documentation, corrective action and coaching decisions, and driving cases to resolution.
• Lead ER meetings, investigation interviews, and difficult conversations independently; partner with the HRVP/Director on complex, high-risk, or precedent-setting cases rather than day-to-day oversight.
• Prepare and lead ER case materials and meetings independently, escalating complex or high-risk cases to the HRVP/Director, and maintain accurate, confidential documentation throughout.
• Independently interpret and apply HR policy to specific employee situations, escalating only complex or ambiguous matters to the HRVP/Director.
• Own the full administrative employee life cycle for an assigned brand or client group, from onboarding through offboarding, including transfers, promotions, and leave coordination.
• Coordinate full-cycle recruitment logistics for retail leadership and select corporate roles (scheduling, candidate communication, offer letter drafting), with sourcing strategy and negotiation led by HR leadership.
• Coordinate manager training logistics and materials on HR topics (policy changes, performance management, workplace conduct), delivered jointly with or under the direction of HR leadership.
• Coordinate HR project work (e.g., holiday policy rollouts, engagement survey action planning, workforce planning exercises), with HR leadership setting direction and reviewing key decisions.
• Compile and organize HR metrics (turnover, engagement, headcount) into leadership-ready reporting, with HR leadership