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.

Title: Manager, Human Resources, Korea

Location: KOREA

Reports to: Sr. Manager

Coach is a leading design house of modern luxury accessories and lifestyle collections, with a long-standing reputation built on quality craftsmanship. Defined by a free-spirited, all-American attitude, the brand approaches design with a modern vision, reimagining luxury for today with an authenticity and innovation that is uniquely Coach. All over the world, the Coach name is synonymous with effortless New York style.

Coach is part of the Tapestry portfolio – a global house of brands powered by optimism, innovation, and inclusivity.

Primary Purpose

To provide business partnership and human resource expertise to the retail business to ensure the development and effective implementation of HR programs and initiatives that support business objectives and internal customer needs. To provide all rounded HR functions for the retail team encompassing recruitment, compensation & benefits, performance management, employee relations and any other HR related projects aimed at driving sales success. In addition, there are some expectations of the role that it will provide corporate TA (Talent Acquisition) support to hire talent in alignment with our talent strategy.
 

The successful individual will leverage their proficiency in HR to

Business Partnering

• Understand the business environment, initiatives and provide strategical advice to achieve the goal.
• Manage corporate initiatives (e.g. employee survey) and the analysis of key metrics (e.g. turnover); partner with management to analyze the data and develop strategies as appropriate.
• Partner closely with retail management team to ensure all HR goals and objectives are consistent with business objectives; establish HR objectives each year with clear standards for timely and high-quality deliverables.
• Built on strong relationships to foster one-team mindset.

Retail Staffing & Recruiting

• Planning and recruiting retail staff in an efficient and cost-effective manner while maintaining the organization’s qualifications for hiring the best with the collaboration with Talent Acquisition Team. (Mostly managing external recruiting agency Coach dedicated for retail workforce hiring)
• Partner with the retail management team for store staff and seasonal hiring, work on strategies for Coach to become an employer of choice in Korea.
• Partner with the retail management team to ensure the right level of staffing is achieved in the store and make sure labor cost target
• Network within the community and industry; conduct exploratory interviews to develop candidate pipeline.
• Work on scheme to motivate and retain the best elements, directly build strong individual connection with the retail staff, to stay close and alert to field needs.
• Constantly survey the market to make sure Coach keeps a level of competitiveness above the market average in terms of compensation and benefits. Look for specific initiatives implemented by direct competitors or other industries.
• Manage periodical HC data and planning align with business strategy

Learning & Development

• Define training requirement and collaborate with relevant training team to design the development & training initiatives
• Educate Retail Managers about tools, resources, and partners as to promote self-sufficiency and leadership capabilities.
• Implementing global/regional learning and development programs and concepts in the unit
• Supporting development planning on unit and individual level
• Create local action plans to address and facilitate change and transition management initiatives

Employee Relations & engagement

• Provide coaching and counseling for retail management team to ensure ER cases are handled appropriately and with attention to compliance; collaborate with Legal Counsel and to address sensitive issues.
• Maintain positive employee relations environment through Coach’s Open Door Policy.
• Periodically assesses potential risk and delivers a preventive action
• Plan strategical employee engagement program and drive its implementation
• Gather employee feedback and engagement data and provide strategic recommendations to the retail management team to enhance employee engagement.

Performance Management & Talent Management

• Lead the annual performance management and development planning process in particular to Retail.
• Drive talent assessment periodically and maintain talent development plan
• Partner with Retail Director to execute salary increase process on time and on budget; partner to outline and quantify requests for additional funding as required.
• Partner with the Compensation Team to ensure all deliveries are on time and in compliance with corporate standards.

Project Management and Change Management

• Supervise local level HR project with proper change management plan
• Engage key stakeholders to deliver the expected project outcome and make sure stable organizational changes

HR Operation management

• Oversee local HR team operational task: government affairs,
• Supervise time & attendance policy and system for all levels
• Support budget and expense management

The accomplished individual will possess...

• Bachelor’s degree with minimum 10 years’ experience in HR field with emphasis on two or more of the following: employee relations, compensation & benefit, Business partner, talent management
• Proven experience delivering clients focused on HR solutions to business problems.
• Understanding of Benefits, compensation, compliance and training.
• Exceptional communication and interpersonal skills with the ability to influence.
• Strong project management and facilitation skills.
• Conceptual thinker with the ability to translate ideas into workable solutions.
• Creative problem solving with strong business acumen.

Tapestry, Inc. 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 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. Visit Tapestry, Inc. at http://www.tapestry.com/

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.
Visit Tapestry, Inc.