Manager, Employee Relations: Coach
| Job ID | 625 |
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| Company Name | Coach |
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| Job Category | Human Resources |
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| Location | New York, NY |
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| Position Type | Full-Time, Employee |
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| Experience | 2-5 Years Experience |
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| Date Posted | July 12, 2008 (Reposted Aug 31) |
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| View Coach profile and job listings |
Position Description:Human Resources Employee Relations Manager – Retail Field / Central/Mid West Coach, founded in 1941, is America's premier accessible luxury accessories brand and a leader in international markets. We are a designer and marketer of high quality, modern accessories that complement the diverse lifestyles of today's consumer. Coach offers excellent career growth opportunities, competitive salaries and benefits within a dynamic work environment. Coach brings together strong, collaborative people in a dynamic culture of mutual respect, support, and passion for the brand and product. We believe innovation drives winning performance, and we constantly challenge ourselves to be the very best we can in every aspect of our business. You will be surrounded by some of the best and brightest people in the industry. At Coach you will be in great company! "With average sales growth of 24% over the past three years and a 61% return on invested capital, Coach is No. 1 on this year's BusinessWeek 50 ranking. The companies that make up the BusinessWeek 50 represent the star performers in each of the 10 sectors that make up the S&P 500." Business Week, March 2008This position will manage all employee relation issues and projects within an assigned territory (90+ stores) across both retail channels with the objective of ensuring standardization, federal compliance, state specific compliance, equity, and talent retention. The successful individual will leverage their proficiency in Human Resources to...
- Employee Relations Standardization:Standardization of Employee Relations across channels and across districts by:
- Providing counsel to both retail channels on all Employee Relations, EEO, and compliance issues.
- Ensuring standardized actions (warning, termination, etc.) based on issue (Policy, Performance, etc.).
- Updating guidelines and training reference material as needed to support field on appropriate corrective action preparation and administration.
- Approving appropriate field corrective actions and performance counseling notices prior to administration.
- Ensuring that decision making / precedents in one channel and/or district are followed through the chain.
- Approving and allowing for deviation between channels when appropriate.
- Support field in proactively maintaining positive employee relations environment.
- Employee Relations Investigations:Objectively provide guidance to field and to employees in response to alleged harassment, discrimination, or hostile work environment claims, or any other type of employee concern, by:
- Serving as initial contact.
- Writing response letters as appropriate, ensuring various approvals are received, and following up.
- Investigating allegations via telephone or on-site investigations as necessary.
- Working with field, HR Director, and Legal Council to prepare appropriate solutions as needed, support implementation, and follow up to ensure effectiveness.
- Legal Case Research, Preparation, and Participation:Research legal cases and prepare background information and any relevant material to legal counsel in response to EEOC charges, lawsuits, etc.
- Retention:Support Retail Field in retaining talented and/or high-risk employees by:
- Have direct impact on retention through by proactively identifying emerging issues by:
- Proactive store visits.
- Scheduled periodic touch base conversations with Multi-store managers.
- Training of new Multi-store managers through district/area visits in their 6 weeks.
- Analysis of turnover data and exit interviews to identify trends and develop solutions.
- Participating in the development of the Annual Retention Strategy and Goals, and ensure effective implementation.
- Participate in annual industry bench-marking surveys on retention to ensure Coach is accurately goaling retention and effectively utilizing best practices.
- Standardize Exit Interview process, forms, and accountability to ensure accurate and timely collection of termination data, as well as conduct HR exit interviews for all exempt employees.
- Based on trends spotted in exit interviews, work with ER Director and Retail Field to make ongoing adjustments to retention strategy, proactively decreasing turn prior to year end.
- Partner with the DM/AM's once they have identified leading external Store Manager Candidates, and interview (by phone or in person) these final SM candidates to support selection, retention, and relationship building.
- In reaction to Employee Survey feedback, work with field to create enhanced recognition programs and ensure consistent implementation.
- Target high turn districts, and travel proactively to meet with employees and management to fully understand issues and support development of effective solutions.
- Training and Development:Work closely with HR Director and training and development team to:
- Identify retail field skill gaps that affect employee relations, select appropriate training method, and participate in implementation.
- Participate as a platform trainer on ER topics for Field, including coaching, anti-harassment, global business standards.
The accomplished individual will possess...
- Ability to work flexible hours or be on-call to meet the needs of the retail clients (including handling critical calls if needed when stores are open weeknights and weekends).
- Ability to travel approximately 10% of time.
- Excellent knowledge of employee relations, legal guidelines, state compliance regulations, etc.
- Superior coaching and counseling skills.
- Ability to manage multiple priorities and utilize resources when needed.
- Good computer proficiency: Word, Excel and Internet proficient.
An outstanding professional will have...
- Bachelor's degree.
- 5 – 7 years experience in Human Resources field.
- Corporate experience supporting a service-oriented field, non-exempt organization imperative.
- Industry experience preferred.
Coach 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 race, sex, national origin, color, age, disability, veteran status, pregnancy, sexual orientation, religion or any other basis prohibited by applicable law. Visit Coach at www.coach.com. Apply Only at : Coach, Inc.
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