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About the job

Requisition I D: 946560 Store #: X00189 HR Shared COE - NY 5th Position : Full-Time Total Rewards: Benefits/Incentive Information

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, LensCrafters, 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 EssilorLuxottica 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.

Join our global community of over 200,000 dedicated employees around the world in driving the transformation of the eyewear and eyecare industry. Discover more by following us on LinkedIn!

JOB DESCRIPTION

GENERAL FUNCTION

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 EssilorLuxottica 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 opportunities are addressed systemically and consistently, with a focus on creating a culture of continuous improvement.

BASIC QUALIFICATIONS

Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology or related field.

8+ years’ progressive business/HR experience

Experience working in a highly matrixed and complex environment

Strong knowledge of HR policies, processes and programs

Sense of urgency and drive for results

Critical thinking, analytical and problem-solving skills

Demonstrated success executing change initiatives

Responsive, with strong interpersonal, relationship-building and communication skills

Strong collaboration and teamwork

Demonstrated ability to treat confidential matters with appropriate discretion

Proficient in Microsoft Office

Pay Range: 140,272.00 - 178,000

This posting is for an existing vacancy within our business. Employee pay is determined by multiple factors, including geography, experience, qualifications, skills and local minimum wage requirements. In addition, you may also be offered a competitive bonus and/or commission plan, which complements a first-class total rewards package. Benefits may include health care, retirement savings, paid time off/vacation, and various employee discounts.

EssilorLuxottica complies with all applicable laws related to the application and hiring process. If you would like to provide feedback regarding an active job posting, or if you are an individual with a disability who would like to request a reasonable accommodation, please call the EssilorLuxottica SpeakUp Hotline at 844-303-0229 (be sure to provide your name, job id number, and contact information so that we may follow up in a timely manner) or email EmployeeRelations@luxotticaretail.com

We are an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, gender, national origin, social origin, social condition, being perceived as a victim of domestic violence, sexual aggression or stalking, religion, age, disability, sexual orientation, gender identity or expression, citizenship, ancestry, veteran or military status, marital status, pregnancy (including unlawful discrimination on the basis of a legally protected pregnancy or maternity leave), genetic information or any other characteristics protected by law. Native Americans in the US receive preference in accordance with Tribal Law.