Retail HR Program & Governance Manager

Type: Regular Job Function: Human Resources Work Location: MarketBased   Your safety matters to us All official Sephora US recruitment emails will come from a @sephora.com email address. We will never interview via text, ask you to download unfamiliar software, or request sensitive personal information such as your SSN or banking details via email, phone, or text. Learn more about Sephora on our official careers site inside-sephora.com, and search for verified US roles at join.sephora.com.   Belong to Something Beautiful At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential, and making a difference every day. Together, we belong to something beautiful.     Your Role at Sephora:  Ready for a career glow up? As Manager, Retail HR Programs & Governance, you’ll help Retail HR identify and address the policies, processes, tools, and ways of working that create barriers for the field. You’ll organize priorities, coordinate cross-functional stakeholders, and move practical solutions forward to improve clarity, consistency, and execution across Retail HR. You’ll be part of a collaborative team focused on strengthening the programs, resources, and routines that help field leaders and teams operate effectively.

Retail HR operates in a complex, fast-moving environment where it is critical to understand where issues exist, create clarity, and build the foundational work needed for the organization to operate at full efficiency. The Manager, Retail HR Programs & Governance partners with Retail Operations, field leaders, and cross-functional stakeholders to identify where focus is needed most, align on practical solutions, and strengthen the policies, processes, tools, and routines that support consistent execution.

The Manager, Retail HR Programs & Governance helps Retail HR identify and execute the work that will remove barriers for the field. This role organizes priority gaps, coordinates stakeholders, and moves practical solutions forward across policies, processes, tools, leader guidance, and field enablement.  In the near term, this role will focus on hands-on execution for high-priority Retail HR needs. The role will leverage data, field feedback, stakeholder input, and feedback mechanisms to understand top priorities and determine where Retail HR should focus first. As the role matures, it will help strengthen program governance, documentation, communication routines, and follow-through mechanisms.  The ideal candidate is organized, collaborative, comfortable with ambiguity, and able to use leadership alignment to move important work forward. They communicate proactively and clearly so stakeholders understand what is happening, why it matters, what decisions are needed, and what actions come next. They are persistent in finding a path forward when work gets stuck, including providing practical interim guidance while longer-term processes are built and improved.  What You’ll Do:  Field Barrier Identification & Prioritization  Identify Retail HR programs, policies, processes, tools, or ways of working that are unclear, hard to use, or need to be fixed.  Use data, field feedback, stakeholder input, and feedback mechanisms to understand recurring themes and top priorities.  Review urgency, risk, impact, dependencies, and capacity to decide what should be solved first.  Define the issue, the goal, the decisions needed, and the next steps.  Policy, Process & Foundational Solutions  Create practical solutions for priority Retail HR policies, processes, tools, leader guidance, and field enablement needs.  Draft and maintain SOPs, playbooks, toolkits, quick