Manager, HR Business Partner - The Landmark

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    "ExternalDescriptionStr": "<p><strong>JOB TITLE:</strong> Human Resources Business Partner Manager – The Landmark<br><strong>REPORTS TO:</strong> Director of HRBP, The Landmark</p><p><strong>Position Overview</strong></p><p>The Human Resources Manager at The Landmark is a strategic business partner responsible for driving a high-performance, people-first culture within one of the world’s most iconic luxury retail environments. Supporting a headcount of 300+ employees, The Landmark operates not only as a flagship location, but also with the complexity and scale of a market function, requiring strong cross-functional partnership, operational agility, and elevated leadership support across multiple business areas.</p><p>The HR Manager serves as both an operational and strategic leader, influencing organizational effectiveness, leadership capability, talent development, employee engagement, and workforce planning across the business. This role requires a highly visible leader who leads with intention, drives accountability, fosters an inclusive culture, and helps elevate both the employee and client experience through strong people practices.</p><p>The HR Manager will partner closely with the Director of HRBP and collaborate cross-functionally with leadership teams, Talent Acquisition, Employee Relations, Total Rewards, DEIB, and Learning &amp; Development to execute people strategies that support business growth, leadership excellence, and organizational transformation. This role supports a fast-paced luxury retail environment and acts as a trusted advisor to leaders and employees alike. &nbsp;</p><p><strong><u>Key Responsibilities:</u></strong></p><p><strong>Strategic Business Partnership</strong></p><ul><li>Serve as a trusted advisor and strategic partner to business leaders across The Landmark.</li><li>Partner with leaders to align people strategies with commercial priorities, operational excellence, and client experience goals.</li><li>Drive a culture of ownership, accountability, and leadership consistency across all functions.</li><li>Influence and coach leaders through organizational challenges, performance management, change management, and team effectiveness.</li><li>Utilize people analytics, business trends, and workforce insights to support strategic decision-making and talent planning.</li><li>Maintain a strong understanding of business performance, operational priorities, and luxury retail dynamics to effectively advise leaders.</li></ul><p>&nbsp;</p><p><strong>Employee Relations &amp; Leadership Coaching</strong></p><ul><li>Partner closely with Employee Relations on escalated matters, investigations, performance concerns, and policy interpretation.</li><li>Provide thoughtful, balanced, and solution-oriented guidance to leaders and employees.</li><li>Coach leaders on navigating sensitive conversations with professionalism, consistency, and empathy.</li><li>Ensure all employee matters are handled with discretion, integrity, and a strong understanding of risk mitigation.</li><li>Promote a culture of psychological safety, respect, and professionalism across the organization.</li></ul><p><br><strong>Employee Experience &amp; Culture</strong></p><ul><li>Champion an exceptional employee experience grounded in transparency, communication, recognition, development, and inclusion.</li><li>Lead and support initiatives that strengthen engagement, retention, morale, and organizational culture.</li><li>Foster a culture where employees feel valued, heard, inspired, and connected to the Tiffany &amp; Co. brand and values.</li><li>Partner with leaders to ensure consistent communication practices and meaningful employee touchpoints across the business.</li><li>Support and execute recognition and celebration initiatives that reinforce engagement and performance.</li><li>Ensure leadership behaviors and people practices consistently align with company expectations and values.</li></ul><p>&nbsp;</p><p><strong>Talent Management &amp; Development</strong></p><ul><li>Support talent reviews, succession planning, and internal mobility discussions to strengthen organizational bench strength.</li><li>Partner with leaders to identify high-potential talent and create meaningful development opportunities.</li><li>Coach leaders on performance management, employee development, and career conversations.</li><li>Support calibration processes to ensure consistency, fairness, and alignment in performance evaluations.</li><li>Collaborate with Talent Acquisition to support hiring strategies, workforce planning, onboarding, and employer branding initiatives.</li><li>Drive a “Talent is Our Obsession” mindset by helping leaders unlock and maximize individual potential.</li></ul><p>&nbsp;</p><p><strong>Workforce Planning &amp; Organizational Effectiveness</strong></p><ul><li>Partner with leadership on workforce planning, organizational structure, and staffing strategies that support business objectives.</li><li>Support organizational change initiatives and help leaders navigate transitions effectively.</li><li>Monitor staffing needs, scheduling considerations, and organizational efficiencies.</li><li>Identify opportunities to streamline communication, improve operational effectiveness, and enhance employee productivity.</li><li>Support execution of key people processes and initiatives across the employee lifecycle.</li></ul><p>&nbsp;</p><p><strong>Diversity, Inclusion &amp; Belonging</strong></p><ul><li>Champion inclusive leadership practices and help foster a diverse and equitable workplace.</li><li>Partner with leadership to embed DEIB principles into talent, development, engagement, and business practices.</li><li>Coach leaders on inclusive behaviors, bias mitigation, and equitable decision-making.</li><li>Support DEIB initiatives, programming, and employee engagement opportunities across The Landmark.</li></ul><p>&nbsp;</p><p><strong><u>Leadership Expectations:</u></strong></p><p><strong>The HR Manager is expected to:</strong></p><ul><li>Lead with intention, presence, and professionalism.</li><li>Demonstrate strong business acumen and strategic thinking.</li><li>Operate with agility and composure in a fast-paced luxury retail environment.</li><li>Build trust and credibility across all levels of the organization.</li><li>Drive accountability while maintaining a people-first mindset.</li><li>Communicate with clarity, confidence, and influence.</li><li>Act as a role model for collaboration, optimism, curiosity, and thoughtful leadership.</li></ul><p>&nbsp;</p><p><strong><u>Required Qualifications:</u></strong></p><ul><li>5–8+ years of progressive Human Resources experience, preferably within luxury retail, hospitality, or customer-centric environments.</li><li>Experience supporting fast-paced or multi-functional business environments.</li><li>Strong knowledge of talent strategy, employee relations, workforce planning, performance management, and organizational effectiveness.</li><li>Exceptional interpersonal, communication, coaching, and relationship-building skills.</li><li>Strong business acumen with the ability to connect people strategy to business performance.</li><li>Ability to influence and partner effectively with leaders at all levels.</li><li>Strong organizational skills with the ability to manage multiple priorities simultaneously.</li><li>Bachelor’s degree required.</li></ul><p>&nbsp;</p><p><strong><u>Preferred Qualifications:</u></strong></p><ul><li>Experience within luxury retail or hospitality environments strongly preferred.</li><li>Experience supporting high-volume or flagship operations preferred.</li><li>HR certification and/or advanced degree preferred.</li><li>Experience leading employee engagement, culture, and change management initiatives preferred.<br>&nbsp;</li></ul><p>The hiring range for this position ranges from $120,000 – $175,000 The rate of pay offered will be dependent upon candidates’ relevant skills and experience.</p>",
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