Senior Human Resources Business Partner, Southern Region

Senior Human Resources Business Partner, Southern Region

Apply for the Senior Human Resources Business Partner, Southern Region role at Hermès
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The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars:

• Compensation and Benefits: payroll, health and welfare benefits, retirement plan services, and immigration.
• Human Resources Business Partners: performance management, employee relations, recruiting and retaining talent, coaching and counseling.
• Talent Development: corporate social responsibility, Diversity, Inclusion & Family, learning and leadership development, internal communications, and employee engagement.

As the Senior HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training.

As a strategic member of a cross‑functional Retail team, you will work closely with store leadership teams and employees within the Southern Region, as well as partner with other members of the HR team. The Senior HR Business Partner will support the Southern Region, which currently includes 9 store locations and approximately 200 retail employees. This position is located on site in either our New York City Corporate or Miami Office location.

• Serves as a strategic HR Business Partner for the Southern Region.
• Provides hands‑on HR support by maintaining both a physical and virtual presence in boutiques and monitoring morale and the general atmosphere of the region.
• Is a regular contributor to regional meetings and management/staff meetings at the store level.
• Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management.
• Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment.
• Empowers store management to manage employee disciplinary actions and ensures consistent, fair application of company policies, procedures, and governmental laws.
• Conducts investigations, recommends solutions to issues, counsels employees, advises managers on the discipline process, and facilitates dispute resolution.
• Leads full‑cycle recruiting processes to meet staffing goals in multiple business units.
• Maintains accurate and organized documentation, digital filing, and reporting on all candidates/applicant tracking initiatives.
• Ensures job descriptions are created, evaluated and current for all positions prior to recruitment/hire.
• Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics.
• Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for the region.
• Conducts regular touch‑base meetings with store leaders to provide strategic workforce updates, review store talent, succession planning, and coaching recommendations.
• Works closely with the HRBP team to support new programs and initiatives that impact employee engagement.
• Manages the company’s annual performance review process and 30/60‑day new hire review process, creating and designing performance review content in alignment with company goals.
• Supports the development and administration of all other projects, programs, procedures, and guidelines aligned with strategic workforce goals.

No direct supervisory responsibilities, but acts as a coach and mentor.