Sr. Manager, Human Resources

Tapestry (Coach/Kate Spade); New York (NY); Hybrid; USD 150,000 - 190,000; Full time

Job summary

Coach seeks a Sr. Manager, Human Resources to serve as a trusted advisor to corporate people managers and employees. Based in NYC with a hybrid schedule (3 days in office, Tue–Thu), this People Partner role ensures execution of HR strategies, programs, and policies across the Coach brand.

You will support workforce effectiveness, compliance, and engagement from hiring to offboarding, collaborating with HR partners, Total Rewards, Talent Acquisition, and Finance to drive business outcomes.

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field; HR certification a plus.

Responsibilities

• Provide HR support across the employee lifecycle including onboarding, promotions, relocations, and exits.

Skills

Employment law

HR best practices

Interpersonal skills

Communication

Conflict resolution

Coaching

Multitasking

Cross-functional projects

Analytical skills

Change management

MS Office

Workday

Education

Bachelor’s degree in HR or related field

HR certification (PHR/SPHR or SHRM-CP/ SCP)

Tools

Workday

Microsoft Office

Job description

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last-for you to be yourself in.

Coach is part of the Tapestry portfolio - a global house of brands committed to stretching what's possible.

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 Sr. Manager, Human Resources is a People Partner role and will serve as a trusted advisor and key partner to corporate people managers and employees, providing comprehensive HR support across the employee lifecycle for the Coach brand. As a People Partner, this role ensures consistent execution of HR strategies, programs and policies. It supports business outcomes by enabling workforce effectiveness, compliance, and employee engagement. The position is based in NYC, Hudson Yards (hybrid: 3 days/week in office, Tues-Thurs) and reports to the Director, Human Resources Business Partner. The successful individual will leverage their proficiency in Human Resources to...

Employee Lifecycle Management

• Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies.
• Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners.
• Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
• Partner with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes.
• Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
• Provide guidance on job descriptions, salary ranges, and internal mobility in partnership with HR Business Partners.
• Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries.

Employee Relations & Support

• Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
• Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues.
• Ability to relate, influence, and coach employees at all levels in the organization
• Partner with leaders to foster a positive work environment and drive employee engagement initiatives.

Talent Management & Development

• Support performance management processes, including goal setting, quarterly snapshots, and development planning.
• Partner with Learning & Development to identify training needs and facilitate employee development programs.
• Assist in succession planning and talent review processes in partnership with HR Business Partners.
• Support cross-functional collaboration and matrixed leadership models

Organizational Development & Change Leadership

• Partner with HR Business Partners to drive organizational design efforts to align structure with strategic priorities.
• Lead change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing.
• Champion a high-performance, inclusive culture that supports innovation and agility

Operational Excellence

• Monitor and analyze HR metrics to inform decision-making and continuous improvement.
• Ensure accurate and timely updates in HRIS system (Workday) and maintain employee records.
• Ensure compliance with global policies and local labor regulations.
• Partner with Finance and Legal on budget planning, risk mitigation, and governance.

The accomplished individual will possess....

• Strong knowledge of employment laws and HR best practices.
• Excellent interpersonal, communication, and problem-solving skills including conflict resolution.
• Strong coaching skills.
• Ability to manage multiple priorities in a fast-paced environment and demonstrate proactive approach.
• Experience managing cross-functional projects and initiatives
• Strong analytical skills with the ability to interpret HR metrics and trends.
• Experience in change management.
• Proficiency with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR people platforms (Workday a plus)

An outstanding professional will have...

• Bachelor's degree in Human Resources, Business Administration, or related field; HR certification (PHR/SPHR or SHRM-CP/SCP) a plus.
• 6+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred.
• High levels of professionalism, judgment, and discretion
• Ability to build trust, influence stakeholders, and navigate sensitive situations effectively
• A continuous improvement mindset and adaptability in evolving organizational environm