HR Business Partner - Retail, East Coast

Pandora A/S; New York (NY); On-site; USD 90,000 - 130,000; Full time

Job summary

Pandora A/S seeks an HR Business Partner for the East Coast retail operations. This role involves strategic HR support, talent management, and enhancing employee engagement while partnering with senior management. Ideal candidates will have over 8 years of HR experience in retail, strong communication skills, and a collaborative approach.

Qualifications

• 8+ years’ experience in HR Business Partner or similar role in retail.
• Knowledge of HR disciplines including compensation and employee relations.
• Strong communication skills and ability to influence.

Responsibilities

• Partner with retail leadership to deliver HR support and programs.
• Analyze trends and deliver HR solutions with measurable results.
• Manage employee data-related tasks throughout the employee lifecycle.

Skills

Interpersonal communication

Strategic thinking

Problem-solving

Detail-oriented

Adaptability

Tools

MS Word

Excel

Outlook

SuccessFactors

Job description

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HR Business Partner - Retail, East Coast

City:

Country/Region: US

Application Deadline: N/A

As the largest jewellery brand in the world, we give a voice to millions of people’s loves every day. Our beautiful products empower people all around the world to express themselves. We are proud to be part of their stories and the most important moments in their lives.

Where original thinking is welcomed, and can turn into positive impact in a heartbeat, we can dream big, dare to act, and deliver with care and passion. At Pandora, you can each craft far more than just an incredible career.

About the Team:

As a Retail Human Resources Business Partner (HRBP) with Pandora, you will partner with senior retail management (Divisional Sales Director and Divisional Sales Manager) to deliver strategic and tactical HR support and programs that help to achieve our business goals.

In this role, you will serve as a consultant and trusted advisor on a broad range of areas including: building organizational capability, talent management, succession planning, performance management, employee engagement and retention, complex human resource-related issues, HR-related needs anticipation and assessment, and act as an employee champion and change agent. You will create or co-create, in partnership with an HR Center of Excellence, new or updated processes or procedures that improve the overall employee experience. As an HRBP, you are expected to know, and promote, a business-first agenda and translate how the HR initiatives you deploy support our company strategy and drive greater financial performance and employee engagement.

Your Role as a Retail HR Business Partner:

• Be a thought partner and executive advisor to field retail leadership (Divisional Sales Director and Divisional Sales Managers) assessing the organizational health of our stores, with a focus on strengthening capabilities, engagement, development, and retention of talent.
• Analyze trends, diagnose opportunities, identify and deliver appropriate solutions with measurable results within the retail employee population, and within areas of HR.
• Be a true Enterprise HR leader by promoting and championing HR/Talent initiatives and delivery across all human resource disciplines.
• Develop talent management plans, facilitate talent reviews, and lead succession planning discussions that identify top talent and ensure a strong and diverse pipeline of talent for the organization.
• Assess capabilities of talent, identify training needs for leadership and competency development both now and for the future.
• Evaluate and analyze overall store climate by reviewing data from employee listening surveys and creating meaningful action plans and solutions that will drive positive employee experiences.
• Create, collaborate, and partner with local and global HR team members on initiatives, strategy, and processes in all areas of HR. Act as a liaison and ensure strategy and initiatives are relatable and effective for the North America retail population.
• In partnership with the Performance & Rewards team, ensure competitive pay for internal employees and external hires, manage the communication and execution of pay-for-performance methodology, and provide training and counseling to leaders on the annual performance management process, development planning, and ongoing performance feedback.
• Provide training and consulting to management in effective employee performance management practices including coaching, career development, and disciplinary actions.
• Responsible for day-to-day HR coaching on policy and procedures, including ensuring that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.
• Maintain in-depth knowledge of local legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, in partnership with our Legal and Employee Relations teams as needed.
• Own organizational design of structure and manage all employee data-related tasks (promotions, changes in reporting lines, compensation changes, position management, etc.) throughout the employee lifecycle.
• Promote and demonstrate Pandora values in everyday activities.
• Conduct in-market store visits, attend meetings, and conferences.
• Travel approximately 50% of the time.
• Perform other duties as assigned.

Qualifications:

• 8+ years’ experience in an HR Business Partner or similar HR leadership role in retail, hospitality, or food service environments.
• Working knowledge of human resources disciplines, including compensation practices, organizational development, employee relations, performance management, litigation management and avoidance, and employment laws.
• Strong interpersonal communication skills with a collaborative approach and the ability to influence confidently.
• Ability to build trusting relationships with all employees.
• Creative problem solver with strategic thinking skills and strong business acumen.
• Results-driven, action-oriented, and detail-oriented.
• Desire to improve processes and ways of working.
• Ability to multitask, work in ambiguity, and adapt to changing priorities in a fast-paced environment.
• Sound judgment and confidentiality handling skills.
• Proficiency in MS Word, Excel, Outlook, and HR systems such as SuccessFactors (preferred).
• Strong written and verbal communication skills.