Manager, Human Resources

Stuart Weitzman shoes are designed for high fashion and high function. Known for over 35 years for it's artisanal Spanish craftsmanship and precisely-engineered fit, the luxury footwear brand inspires women around the world to shine with confidence with every step.

Stuart Weitzman 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.

Job Title: Manager, Human Resource, Stuart Weitzman China

Department: Human Resource

Reports to: HRD, Stuart Weitzman China

Location: Shanghai

Stuart Weitzman is a leading luxury accessories brand that is synonymous with strength in femininity. Defined by an energetic, modern and bold attitude, SW is known for its unique approach to melding fashion, function and fit in every silhouette. The brand's focus on creating timeless, effortless shoes and handbags that are engineered to empower women with both confidence and comforthas resonated around the world, as SW is now available in all corners of the globe through an array of websites, boutiques and retail partners.

Stuart Weitzman is part of the Tapestry portfolio - a global house of brands powered by optimism, innovation and inclusivity.

Primary Purpose:

• Develop and implement HR programs & solutions required to support business & internal customer needs
• Partner with the function leaders in staffing, planning and decision making around people issues
• Ensure HR requirements are identified, addressed, and aligned to the overall SW China business objectives
• Provide guidance handing on Employee Relations and compliance issues

The successful individual will leverage their proficiency in

Business Partner & Relationships

• Understand the Brand business and Retail / field practices, roles and responsibilities, and people to ensure the HR team is connected and always support the needs;
• Foster relationships built on respect and trust to ensure HR has a respected voice.
• Manage 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.
• Manage corporate initiatives and the analysis of key metrics; partner with management to analyze the data and develop strategies as appropriate

• Partner with leaders to assess organizational strength and opportunities and develop appropriate action plans, support the annual Tapestry talent review process for key positions and high potential employees, supporting development planning on team and individual level through implementing global / regional learning and development programs and concepts in the team
• Educate Managers about tools, resources, and partners as to promote self-sufficiency and leadership capabilities.
• Create local action plans to address and facilitates change and transition management initiatives

Employee Relations

• Provide HR Direction and alignment with COE to ensure legal compliance in employment practice
• Being an expert in Retail Team policy and employee relation management;

• Provide coaching and counseling to all levels of management to ensure ER cases are handled appropriate and with attention to compliance; collaborate with Legal Counsel and to address sensitive issues.
• Maintain positive employee relations environment.

Performance & Compensation Management

• Lead the annual performance management and development planning process
• Manage SW Retail Compensation and Incentive Program in design and on budget; partner with retail management team to manage retail team monthly / annual incentive planning and adjustment
• Partner with Corporate People Managers to execute salary increase process on time;
• Partner with the Compensation Team to ensure all deliverables are on time and in compliance with company standards.

Recruitment

• Partner with Corporate TA team to support recruitment for Director below corporate level positions and all retail hiring.
• Network within the community and industry, conduct exploratory interviews to develop candidate pipeline

Corporate HR & Administration Support

• Participate in and/or lead cross-functional projects and initiatives with facility wide impact (e.g. community outreach programs, recognition programs).
• Participate in and/or lead cross-functional HR projects.
• Manage SW China Beijing Office Admin Support work;

The accomplished individual will possess...

• Proven experience delivering client focused HR solutions to business problems.
• Solid 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.

An outstanding professional will have...

• Bachelor's degree with 8+ years' experience in HR field with emphasis in two or more of the following: employee relations, compensation & benefit, recruitment, performance management.
• Retail experience is a must
• Managing HR with Local and global Organization Structure is a plus

Our Competencies for All Employees

• 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.
• 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.
• 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.
• 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.
• Perseverance : Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.
• 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.

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.
• Building Effective Teams : Blends people into teams when needed; creates strong morale
  and spirit in his/her 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.
• Managerial 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.

Stuart Weitzman 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 Stuart Weitzman at www.stuartweitzman.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 theirteam; 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.

Stuart Weitzman 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 Stuart Weitzman at www.stuartweitzman.com.