Human Resources Business Partner

Swatch Group; New York (NY); On-site; USD 110,000 - 140,000; Full time

Job summary

Swatch Group in Secaucus, NJ seeks an experienced HR Business Partner to serve as the strategic HR partner for multiple functions. You will guide managers and employees, influence leadership decisions, and support workforce planning, employee development, and organizational change.

The role requires proactively addressing employee relations, performance management, and staffing needs while ensuring policy compliance and a positive workplace culture.

Qualifications

• Bachelor’s degree in HR/related field required.
• Minimum 7 years of progressive HR experience, including HRBP roles.
• Experience supporting multiple departments in operational and corporate settings.

Responsibilities

• Serve as the primary HR partner for assigned business functions and guide managers and employees.
• Partner with leaders to align workforce planning, succession planning, and development.
• Lead employee relations, investigations, and conflict resolution with confidentiality.
• Drive performance management, coaching, and development programs for leaders.
• Support recruitment, onboarding, and staffing plans across departments.
• Collaborate on compensation planning, policy administration, and compliance.

Skills

Employee Relations

Performance Management

Change Management

Workforce Planning

Staffing & Recruiting

Leadership Coaching

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field

Tools

HRIS

Microsoft Office

Job description

• 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.

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

• Minimize organizational risk through consistent application of policies and procedures.
• 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.

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.

Functie-eisen Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Minimum of 7 years of progressive Human Resources experience, including experience in an HR Business Partner, Director of Human Resources.
• Experience supporting multiple departments and business functions within both operational and corporate environments.
• Strong employee relations and performance management experience.
• Experience supporting both exempt and non-exempt employee populations.
• Proven experience conducting workplace investigations and managing complex employee relations matters.
• Experience supporting logistics, distribution, warehouse operations, customer service, manufacturing, technical services, retail, loss prevention, or similar operational environments preferred.
• Demonstrated ability to influence leaders and build effective partnerships across all levels of the organization.
• Multi-state employment law experience preferred.

Knowledge, Skills, and Abilities

• Strong knowledge of federal, state, and local employment laws and HR best practices.
• Excellent interpersonal, coaching, and relationship-building skills.
• Strong conflict resolution and problem-solving abilities.
• Ability to influence and guide leaders in employee-related decisions.
• Excellent verbal and written communication skills.
• Strong organizational skills with the ability to manage multiple priorities.
• Ability to handle highly confidential information with discretion and professionalism.
• Analytical mindset with the ability to interpret workforce data and identify trends.
• Proficiency in Microsoft Office Suite and Human Resources Information Systems (HRIS).
• Ability to work independently while collaborating effectively within a team environment.

Working Conditions

• Position is based in Secaucus, New Jersey.
• Onsite attendance is required five (5) days per week.
• Regular interaction with employees and leaders across corporate offices, customer service operations, logistics, distribution center, watchmaking operations, loss prevention, and IT teams.
• Ability to travel approximately 20% to support business operations, training initiatives, employee meetings, and other organizational needs.
• Ability to adapt to a fast-paced, dynamic business environment.
• Must be a team playerArbeidsvoorwaarden Spanish is preferredBedrijfsomschrijving The Human Resources Business Partner (HRBP) serves as a trusted advisor and strategic partner to business leaders and employees across multiple operational and corporate functions. This role partners closely with leadership to support business objectives through the effective implementation of human resources programs, policies, and initiatives. The HRBP will provide dedicated support to the Customer Service, Logistics, Distribution Center, Watchmaking Operations, Loss Prevention, and Information Technology departments. Working collaboratively with department leaders, the HRBP will support workforce planning, talent acquisition, employee relations, performance management, employee engagement, leadership development, organizational effectiveness, and change management initiatives. This position requires a proactive, hands-on HR professional with strong business acumen, excellent interpersonal skills, and the ability to influence and build relationships at all levels of the organization. The successful candidate will thrive in a fast-paced environment and possess the ability to balance employee advocacy with business needs.