Senior HR Business Partner — Transformation & Talent

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If you’ve worn a pair of glasses, we’ve already met.

We are a global leader in the design, manufacture, and distribution of ophthalmic lenses, frames, and sunglasses. We offer our industry stakeholders in over 150 countries access to a global platform of high-quality vision care products such as the Essilor brand, with Varilux, Crizal, Eyezen, Stellest and Transitions, iconic brands that consumers love such as Ray-Ban, Oakley, Persol and Oliver Peoples, as well as a network that offers consumers high-quality vision care and best-in-class shopping experiences such as Sunglass Hut, Lens Crafters, and Target Optical, and leading e-commerce platforms.

Our portfolio of more than 150 renowned brands span various categories, from frames, lenses and instruments to brick and mortar and digital distribution as well as mid-range to premium segments. Our Shared Services Team, accompany and enable others within the Essilor Luxottica collective to achieve their targets. They keep people and projects running smoothly, ensuring every part of our business is provided for and well taken care of.

We are looking for a Sr. Manager HR Business Partner who can be a trusted advisor in providing HR leadership and guidance in supporting a results-oriented organization. The Sr. Manager HRBP will help lead and drive all transformation and integration efforts across the business to effectively support the vision, mission and objectives of the client perimeter. This role will also partner with the HR Centers of Excellence (COEs) to ensure effective development and execution of Essilor Luxottica HR programs and initiatives such as talent management, succession planning, performance management, recruiting, compensation planning, and employee relations.

MAJOR DUTIES AND RESPONSIBILITIES

• Utilize a consulting process to identify department performance needs/gaps and recommend solutions to address business issues/opportunities.
• Take the lead on all integration related activities and org evolutions for a business unit that is undergoing tremendous change and transformation.
• Drive HR standardizations, processes, and efficiencies across departments. Ensure managers execute appropriate HR practices, processes, tools, and systems.
• Establish trust and provide counsel to business leaders regarding their behaviors, skills, competencies, including individual and team development, business-decision-making, problem-solving, and general leadership practices.
• Drive management’s ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management).
• Drive manager accountability for employee engagement for the business unit, including development and execution of the action plans.
• Collaborates with the business’s departmental heads and management in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees where necessary, providing coaching and mentoring support where required.
• Work proactively with Shared Services leaders to understand and influence current and future organizational structure.
• Work proactively with managers and leaders to evaluate and prepare for future talent needs.
• Effectively prepare managers and leaders to execute change within their departments (e.g., acquisitions, restructuring, etc.). Execute actions plans to introduce and reinforce desired culture.
• Challenge the status quo and proactively identify/develop solutions.
• Foster a high performing, results-driven culture by being able to manage performance and engage in disciplinary action when deemed appropriate.
• Engage HR partners as appropriate to ensure…