Manager, Human Resources

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.

The successful individual will leverage their proficiency in Human Resources to...

Business Expansion & Store Growth Enablement
•As a member of the People Partner teams for Coach China B&M expansion, enabling 30+ YoY new store openings and rapid footprint growth (+137 stores total in LRP) through integrated workforce planning and people program execution.
•Partner with Coach China Retail, Finance, and HR leadership to forecast headcount growth, identify capability gaps, and mitigate people-related risks (readiness, attrition, compliance) associated with expansion and scale-up phases. Own end-to-end people enablement for new store lifecycles (pre-open to post-open stabilization), including organization set-up, role mapping, onboarding governance, manager coaching, and rapid integration into Coach culture and ways of working.

Employee Lifecycle Management
•Drive superior employee experience to store leadership and teams on a day-to-day including onboarding, job changes, relocations, promotions, and exits in partnership with Retail leadership teams and 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.

Talent Development & Advisory Service
•Drive disciplined talent management for Retail leadership populations (Multi-Manager/SIC), translating enterprise capability frameworks into actionable development plans that accelerate talent readiness and internal mobility.
•Manage talent routines such as talent reviews, succession planning, and HiPo/critical-role actions to maintain a strong leadership pipeline aligned with store growth and turnover.
•Act as a trusted advisor to multi-managers, providing hands-on advisory and pragmatic people solutions (org/role clarity, team effectiveness, retention drivers) to strengthen store management succession and retail execution quality, building consistent people leadership standards across a fast-growing store network.
•Elevate performance and development quality through rigorous goal setting, quarterly performance check-ins, and development planning — ensuring differentiated outcomes and fair, consistent standards.

Partner with Learning & Development to design and implement talent development initiatives (such as onboarding enhancement, manager capability building, and ready-now programs), ensuring adoption and evaluating effectiveness through participation rates, readiness assessments, and retention metrics. Organizational Development & Change Leadership
•Partner with HR Business Partners in organizational development efforts to align strategic priorities.
•Partner with retail leadership teams to execute change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing.
•Champion a consumer centered and performance culture that supports innovation and agility.

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.
•Partner with leaders to foster a positive work environment and drive employee engagement initiatives.

Operational Excellence
•Monitor and analyze HR metrics to inform decision-making and continuous improvement.
•Ensure compliance with global policies and local labor regulations.
•Partner with Finance on budget / HC 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 is preferred.
•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 environments

Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
 
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.    

Tapestry is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under the consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.
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