Human Resources Business Partner

Swatch Group; Miami, Secaucus (FL, NJ); On-site; USD 90,000 - 120,000; Full time

Job summary

Swatch Group in Miami is seeking a skilled HR leader to act as a strategic partner across multiple functions, guiding managers on people programs and organizational effectiveness.

The role covers employee relations, talent acquisition, performance management, engagement, compensation, compliance, and workforce planning, with a focus on building a productive, diverse, and compliant workplace.

Responsibilities

• Serve as the primary HR partner for assigned business functions, providing guidance and support to managers and employees.
• Develop strong working relationships with leadership teams to understand business priorities and workforce needs.
• Partner with leaders to identify and implement HR solutions that support operational and organizational goals.
• Provide guidance on organizational structure, workforce planning, succession planning, and employee development.
• Support change management initiatives and organizational transformation efforts.
• Advise managers and employees on employee relations matters, company policies, and employment practices.
• Conduct workplace investigations and recommend appropriate resolutions.
• Manage employee relations issues with professionalism, consistency, and confidentiality.
• Coach managers on performance management, attendance management, corrective actions, and conflict resolution.
• Promote a positive work environment that encourages employee engagement and accountability.
• Lead the recruitment and support hiring managers to recruitment and manage the staffing plans.
• Assist in identifying current and future workforce needs across supported departments.
• Participate in the interview and selection process for key positions.
• Support onboarding initiatives to ensure successful integration of new employees.
• Guide leaders through the performance management process, including goal setting, coaching, feedback, and performance improvement plans.
• Support employee development initiatives and identify opportunities for skill enhancement and career growth.
• Partner with leadership on succession planning and talent reviews.
• Assist with leadership development initiatives and training programs.
• Promote employee engagement initiatives that strengthen workplace culture and retention.
• Partner with managers to identify opportunities to improve employee morale, communication, and overall employee experience.
• Support recognition programs and employee appreciation initiatives.
• Serve as a resource to employees and leaders regarding workplace concerns and organizational changes.
• Support compensation planning, promotions, transfers, and organizational changes.
• Assist leaders in making compensation-related decisions aligned with company guidelines and market competitiveness.
• Participate in annual performance review and compensation planning processes.
• Ensure consistent administration of HR programs and policies.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain current knowledge of employment law changes and HR best practices.
• Support internal audits and HR compliance initiatives.
• Maintain accurate and confidential employee records and documentation.
• Minimize organizational risk through consistent application of policies and procedures.
• Partner with leaders across Customer Service, Logistics, Distribution Center, Watchmaking Operations, Loss Prevention, and IT to address workforce challenges and support business objectives.
• Analyze workforce trends including turnover, attendance, retention, and other key HR metrics.
• Develop recommendations to improve employee engagement, retention, productivity, and organizational effectiveness.
• Support operational leaders in managing a diverse workforce consisting of both exempt and non-exempt employees.
• Collaborate with cross-functional teams to support business initiatives and operational excellence.

Job description

Job description

Essential Duties and Responsibilities

• Serve as the primary HR partner for assigned business functions, providing guidance and support to managers and employees.
• Develop strong working relationships with leadership teams to understand business priorities and workforce needs.
• Partner with leaders to identify and implement HR solutions that support operational and organizational goals.
• Provide guidance on organizational structure, workforce planning, succession planning, and employee development.
• Support change management initiatives and organizational transformation efforts.

Employee Relations

• Advise managers and employees on employee relations matters, company policies, and employment practices.
• Conduct workplace investigations and recommend appropriate resolutions.
• Manage employee relations issues with professionalism, consistency, and confidentiality.
• Coach managers on performance management, attendance management, corrective actions, and conflict resolution.
• Promote a positive work environment that encourages employee engagement and accountability.

Talent Acquisition & Workforce Planning

• Lead the recruitment and support hiring managers to recruitment and manage the staffing plans.
• Assist in identifying current and future workforce needs across supported departments.
• Participate in the interview and selection process for key positions.
• Support onboarding initiatives to ensure successful integration of new employees.

Performance Management & Employee Development

• Guide leaders through the performance management process, including goal setting, coaching, feedback, and performance improvement plans.
• Support employee development initiatives and identify opportunities for skill enhancement and career growth.
• Partner with leadership on succession planning and talent reviews.
• Assist with leadership development initiatives and training programs.

Employee Engagement & Culture

• Promote employee engagement initiatives that strengthen workplace culture and retention.
• Partner with managers to identify opportunities to improve employee morale, communication, and overall employee experience.
• Support recognition programs and employee appreciation initiatives.
• Serve as a resource to employees and leaders regarding workplace concerns and organizational changes.

Compensation & HR Programs

• Support compensation planning, promotions, transfers, and organizational changes.
• Assist leaders in making compensation-related decisions aligned with company guidelines and market competitiveness.
• Participate in annual performance review and compensation planning processes.
• Ensure consistent administration of HR programs and policies.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain current knowledge of employment law changes and HR best practices.
• Support internal audits and HR compliance initiatives.
• Maintain accurate and confidential employee records and documentation.
• Minimize organizational risk through consistent application of policies and procedures.

Operational Support

• Partner with leaders across Customer Service, Logistics, Distribution Center, Watchmaking Operations, Loss Prevention, and IT to address workforce challenges and support business objectives.
• Analyze workforce trends including turnover, attendance, retention, and other key HR metrics.
• Develop recommendations to improve employee engagement, retention, productivity, and organizational effectiveness.
• Support operational leaders in managing a diverse workforce consisting of both exempt and non-exempt employees.
• Collaborate with cross-functional teams to support business initiatives and operational excellence.