At Tiffany & Co., joy is central to everything we do, from crafting our exceptional pieces to inspiring clients to express and celebrate the many facets of love. It’s a skill that we’ve been perfecting since 1837, one empowered by our daring vision and entrepreneurial spirit. Together, each generation of employees honor our past while dreaming of our future.
Job Overview
The Manager, Human Resources Business Partner – Southwest is a critical position linking our people &
talent strategies with business success. This important management role within our Southwest market is responsible for all the human resources needs for all retail operations across Southwest. This role plays an instrumental role in project and communication alignment between global and the region. The Manager, HRBP will focus on the development and delivery of human capital strategy, consult with business leaders to objectively drive
people aspects of business performance, strategize workforce planning, leverage people analytics to inform
business and talent strategy and be a coach and advisor to senior business leaders. This role will be
providing strategic HR guidance and leverage programs and methodologies created by Centers of
Expertise.
The Manager, Human Resources Business Partner – Southwest must be able to think strategically while
also being hands-on in overseeing the day-to-day execution of the agreed upon strategy with a focus on
clients, people, and brand desirability. They will be open and approachable and will work with both the
central team and the local teams in a transparent, united and mutually supportive manner. They must model
and champion our core belief; People Make the Difference and our values; Be Creative & Innovative, Deliver
Excellence and Cultivate an Entrepreneurial Spirit.”
Thoughtful
Provide HR oversight to help develop and implement HR initiatives which support business
success while furthering the TCO Global HR mission.Utilize functional expertise to ensure consistent and fair resolution of complex employee
relations and benefits situations, including utilization of specialist resources and legal counsel
as necessary.Manage organizational risk in application and implementation of all policies and practices.
Be visible and focused on external recruitment balancing short term and long-term talent
planning, on-boarding and diversifying talent levels.Identify strategic positions and ensure talent action plans are always in place (balancing both
internal succession planning, external recruiting practices, bench strength assessment).Maximize internal talent: utilize one on one conversation, meetings, and tools such as talent
action plans to ensure there are clear career paths and on-going dialogue for next steps and
development opportunities.Act as a constant conduit for communication between key Leaders to ensure the identification
and development of initiatives and projects to meet business needs (i.e., strategic staffing,
employee relations, compensation, training, organization redesign, recognition and rewards,
bench strength, localizing large scale corporate projects etc.).Project management- ensures alignment of projects between Global and Region. Ensure HR
projects/initiatives are managed, developed, and communicated in line with Business Strategy.Assess for and improve on operational efficiencies of HR processes and procedures.
Work with the larger team across North America and Global HR to ensure overall HR Team
Development.Drive quality HR service and support at all levels.
Curious
Demonstrate depth of knowledge in functional HR areas: employee relations,
compensation & benefits, training and organizational design, workforce planning, strategic
staffing/recruitment and apply that knowledge to influence others towards successful
solutions.Identify Compensation and benefits trends/shortfalls/opportunities. Work with Global
Compensation and Benefits to review appropriate data to ensure programs as
competitive. Conduct local industry compensation analysis through networking and
recruiting insight
Optimistic
Constantly challenge innovation around the talent pipeline.
Qualifications
Required
BA/BS or relevant work experience
Minimum 7-10 years HR experience, including HR Generalist experience
Knowledge of Retail, or luxury goods preferred
Strong leadership presence and experience managing differing groups of individuals
Strong consultative, coaching, communication, and influence skills
Demonstrated expertise & proven success in HR service delivery
General business acumen, demonstrated analytical and creative thinking ability
Strong computer skills with MS Office and HRIS
Must be organized, detail oriented, demonstrated project management skills, able to work
independently and handle multiple priorities/projects simultaneouslyAbility to maintain strict confidentiality
Preferred
Advanced degree or additional related work experience
Industry specific experience (Retail, Luxury, or multi-brand)
Experience with HR Metrics and creative sourcing/ talent pipeline strategies
The hiring range for this position ranges from $111,000 - $157,000. The rate of pay offered will be dependent upon
candidates’ relevant skills and experience.
Skills Required
- BA/BS degree or relevant work experience
- Minimum 7–10 years of HR experience, including HR Generalist experience
- Knowledge of retail or luxury goods
- Strong leadership presence and experience managing differing groups of individuals
- Strong consultative, coaching, communication, and influence skills
- Demonstrated expertise and proven success in HR service delivery
- General business acumen with analytical and creative thinking ability
- Strong computer skills with MS Office and HRIS
- Organization, attention to detail, project management skills, independence, and ability to manage multiple priorities
- Ability to maintain strict confidentiality
- Advanced degree or additional related work experience
- Industry-specific experience in retail, luxury, or multi-brand environments
- Experience with HR metrics and creative sourcing or talent pipeline strategies
Tiffany & Co. Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Tiffany & Co. and has not been reviewed or approved by Tiffany & Co..
-
Parental & Family Support — Paid parental leave and family-building supports such as adoption and surrogacy assistance are prominently featured. Additional paid family-care leave and supportive policies reinforce a family-forward package.
-
Healthcare Strength — Core medical, dental, and vision coverage is emphasized as part of the standard offering. Inclusive coverage elements and health-related reimbursements are referenced in company materials.
-
Wellbeing & Lifestyle Benefits — A holistic “My Tiffany” well-being ecosystem spans mental, emotional, physical, and financial support. A strong employee purchase program and charitable matching through Tiffany Cares add distinctive lifestyle value.
Tiffany & Co. Insights
What We Do
In 1837 Charles Lewis Tiffany founded his company in New York City where his store was soon acclaimed as the palace of jewels for its exceptional gemstones. Since then TIFFANY & CO. has become synonymous with elegance, innovative design, fine craftsmanship and creative excellence. During the 20th century fame thrived worldwide with store network expansion and continuous cultural relevance, as exemplified by Truman Capote’s Breakfast at Tiffany’s and the film starring Audrey Hepburn. Today, with more than 13,000 employees, TIFFANY & CO. and its subsidiaries design, manufacture and market jewelry, watches and luxury accessories – including more than 5,000 skilled artisans who cut diamonds and craft jewelry in the Company’s workshops, realizing its commitment to superlative quality. The Company operates more than 300 TIFFANY & CO. retail stores worldwide as part of its omni-channel approach. To learn more about TIFFANY & CO. as well as its commitment to sustainability, please visit tiffany.com.
.jpeg)
