The North Face: Senior Manager, Human Resources Business Partner

At The North Face we dare to lead the world forward through Exploration. We were born to Explore, Disrupt and to Lead. We were born to Love Wild Places and to Spark Curiosity. We believe that exploration is a mindset - both on the mountain and off the mountain - and it infuses everything we do. As a community of explorers, we stay curious about new ideas, places, and people. 

So, before we get to the job details, take a minute to learn a little more about us – our values and our culture. If you can see yourself working side-by-side with a team of adventure-loving people, The North Face just may be the place for you.  

To learn more about our values and our culture, visit The North Face Careers or www.thenorthface.com.  

Senior Manager, HRBP (The North Face)

The Senior Manager, HR Business Partner (The North Face), reports to the VP, HR Business Partner (The North Face). The primary responsibility of this role is to act as the strategic business partner for a group of senior leaders in the function and aligning key HR strategies and programs with business objectives. This role will deliver strategic HR initiatives for client groups, drive strategic organizational development leveraging best practices within the industry, develop critical capabilities through talent, and enable associate career growth and effectiveness. Must have a high sense of urgency, strong execution and follow through skills and works highly independently.

What will you do? 

• Build trust and partnerships with senior business leaders - act as a trusted advisor to influence all people matters within your function, develop business strategy with leaders, challenging perspectives, navigate all decisions and future impact of decisions, providing insights with data, coaching, and recommendations to continually evolve and enhance the people strategy within the function.

• Collaborate effectively with HR Centers of Excellence (COEs) (e.g., Talent Development, Total Rewards, Talent Acquisition, People Services, Immigration etc.) to elevate the HR services and solutions used to support your client groups and also be a trusted partner for the continuous improvement of COE tools and solutions.

• Closely work with HR teams throughout the globe to ensure HR responsibilities such as talent acquisition, employee performance management, compensation and rewards, and employee career development, are aligned to the functions people strategy, while also recognizing regional differences.

• Collaborate and partner on Workforce Planning Strategies including organizational design, organization charts, job descriptions, headcount tracking, and compensation planning for business teams.

• Lead initiatives to support our leaders in developing and retaining their top talent, ensuring a diverse and inclusive workforce, and helping create a culture of continual improvement, innovation, growth and change. 

• Facilitate the review and discussion of talent to understand talent development need, succession opportunities, career potential, and role placement at aggregate and individual levels and ensure leaders are developing team members through all the available channels.

• Collaborate with leaders and Compensation COE on advanced compensation planning, as well as the review and development of new jobs, to ensure competitive pay for new hires and associates.

• Provide leadership guidance for onboarding practices and support onboarding for top leaders within the organization.

• Use an evidence-based, data informed approach to identifying challenges and adopting the right HR solutions, including utilizing HR metrics and analytics to inform decision-making and measure the effectiveness of HR initiatives.

• Understand HR policies and procedures and ensure local and global regulations are integrated into talent solutions and planning.

• Other duties as assigned.

What