Manager, HR Business Partner

The Estée Lauder Companies Inc. is one of the world’s leading manufacturers, marketers, and sellers of quality skin care, makeup, fragrance, and hair care products, and is a steward of luxury and prestige brands globally. The company’s products are sold in approximately 150 countries and territories under brand names including:
Estée Lauder, Aramis, Clinique, Lab Series, Origins, M
· A·C, La Mer, Bobbi Brown Cosmetics, Aveda, Jo Malone London, Bumble and bumble, Darphin Paris, TOM FORD, Smashbox, AERIN Beauty, Le Labo, Editions de Parfums Frédéric Malle, GLAMGLOW, KILIAN PARIS, Too Faced, Dr.Jart+, the DECIEM family of brands, including The Ordinary and NIOD, and BALMAIN Beauty.

Description Business Partner:

Build and maintain strong relationships as a trusted partner and employee advocate, in support of developing the optimal culture to drive performance, retention and engagement.

Identify and share insights regarding issues and themes in the business to proactively drive the employee life cycle.

Collaborate with department leaders and their teams to ensure talent strategies are linked to our business priorities, support individual team members, departmental, and company⁃wide ambitions

Partner with the business on hiring and development and advancement of team members, this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong internal and external pipelines.

Participate in the Talent Review processes to identify succession plans and develop action plans to address gaps.

Partner with managers on successful career coaching in order to drive high performance.

Support change management efforts, nurture our culture and create unique team member experiences

Understand external trends in the marketplace and make recommendations on how those could affect internal employees.

Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.

Create and manage Performance Improvement Plans where required. Must be able to identify and assess problems, determine root cause, and make recommendations for improvement.

Manage annual Performance Management cycle (PDP) including roll out, training, ratings distribution and process improvements.

Manage compensation planning and processes throughout the year and at year⁃end for merit, bonus and equity processes.

Foster a culture that values diversity and inclusion and that demonstrates fair and consistent management practices.

Champion employee engagement activities to create a great working environment.

Evaluate effectiveness of programs/processes and recommend improvements and solutions.

Own reporting and data analysis, including data quality, for One Source team.

Project Work:

Aligned to the needs of the team. Examples include org design, process reengineering, talent movement/succession planning, capability building and change management.

Partner with HRBP Leadership and contribute to work process changes and change management associated with org design/redesign initiatives.

Understand the business. Use knowledge of the business and roles within the brands to make recommendations for improvement, within and across functions, brands and geographies.

HR Operational Work:

Work collaboratively with One Source Employee Services to maintain in⁃depth understanding of HR systems, processes, policies and practices.

Align and educate peers and managers to ensure compliance.

Leverage knowledge of and experience with HR systems to use data to support process, procedure and program changesas activities are improved/transformed.

Qualifications Position requires minimum 5+ year's related experience in Human Resources with HR background and…