Manager, Human Resources

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.   Coach 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. The successful individual will leverage their proficiency in Human Resources to... Business Expansion & Store Growth Enablement •As a member of the People Partner teams for Coach China B&M expansion, enabling 30+ YoY new store openings and rapid footprint growth (+137 stores total in LRP) through integrated workforce planning and people program execution. •Partner with Coach China Retail, Finance, and HR leadership to forecast headcount growth, identify capability gaps, and mitigate people-related risks (readiness, attrition, compliance) associated with expansion and scale-up phases. Own end-to-end people enablement for new store lifecycles (pre-open to post-open stabilization), including organization set-up, role mapping, onboarding governance, manager coaching, and rapid integration into Coach culture and ways of working. Employee Lifecycle Management •Drive superior employee experience to store leadership and teams on a day-to-day including onboarding, job changes, relocations, promotions, and exits in partnership with Retail leadership teams and HR Business Partners. •Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes) •Partner with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes. •Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions. Talent Development & Advisory Service •Drive disciplined talent management for Retail leadership populations (Multi-Manager/SIC), translating enterprise capability frameworks into actionable development plans that accelerate talent readiness and internal mobility. •Manage talent routines such as talent reviews, succession planning, and HiPo/critical-role actions to maintain a strong leadership pipeline aligned with store growth and turnover. •Act as a trusted advisor to multi-managers, providing hands-on advisory and pragmatic people solutions (org/role clarity, team effectiveness, retention drivers) to strengthen store management succession and retail execution quality, building consistent people leadership standards across a fast-growing store network. •Elevate performance and development quality through rigorous goal setting, quarterly performance check-ins, and development planning — ensuring differentiated outcomes and fair, consistent standards. Partner with Learning & Development to design and implement talent development initiatives (such as onboarding enhancement, manager capability building, and ready-now programs), ensuring adoption and evaluating effectiveness through participation rates, readiness assessments, and retention metrics. Organizational Development & Change Leadership •Partner with HR Business Partners in organizational development efforts to align strategic priorities. •Partner with retail leadership teams to execute change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing. •Champion a consumer centered and performance culture that supports innovation and agility. Employee Relations & Support •Provide guidance on policy interpretation, employee relations issues, and conflict resolution. •Conduct investigations and recommend solutions for employee concerns in compliance with company policies and