Manager, HR Business Partner - The Landmark

Posizione

JOB TITLE: Human Resources Business Partner Manager – The Landmark
REPORTS TO: Director of HRBP, The Landmark

Position Overview

The Human Resources Manager at The Landmark is a strategic business partner responsible for driving a high-performance, people-first culture within one of the world’s most iconic luxury retail environments. Supporting a headcount of 300+ employees, The Landmark operates not only as a flagship location, but also with the complexity and scale of a market function, requiring strong cross-functional partnership, operational agility, and elevated leadership support across multiple business areas.

The HR Manager serves as both an operational and strategic leader, influencing organizational effectiveness, leadership capability, talent development, employee engagement, and workforce planning across the business. This role requires a highly visible leader who leads with intention, drives accountability, fosters an inclusive culture, and helps elevate both the employee and client experience through strong people practices.

The HR Manager will partner closely with the Director of HRBP and collaborate cross-functionally with leadership teams, Talent Acquisition, Employee Relations, Total Rewards, DEIB, and Learning & Development to execute people strategies that support business growth, leadership excellence, and organizational transformation. This role supports a fast-paced luxury retail environment and acts as a trusted advisor to leaders and employees alike.  

Key Responsibilities:

Strategic Business Partnership

• Serve as a trusted advisor and strategic partner to business leaders across The Landmark.
• Partner with leaders to align people strategies with commercial priorities, operational excellence, and client experience goals.
• Drive a culture of ownership, accountability, and leadership consistency across all functions.
• Influence and coach leaders through organizational challenges, performance management, change management, and team effectiveness.
• Utilize people analytics, business trends, and workforce insights to support strategic decision-making and talent planning.
• Maintain a strong understanding of business performance, operational priorities, and luxury retail dynamics to effectively advise leaders.

Employee Relations & Leadership Coaching

• Partner closely with Employee Relations on escalated matters, investigations, performance concerns, and policy interpretation.
• Provide thoughtful, balanced, and solution-oriented guidance to leaders and employees.
• Coach leaders on navigating sensitive conversations with professionalism, consistency, and empathy.
• Ensure all employee matters are handled with discretion, integrity, and a strong understanding of risk mitigation.
• Promote a culture of psychological safety, respect, and professionalism across the organization.

Employee Experience & Culture

• Champion an exceptional employee experience grounded in transparency, communication, recognition, development, and inclusion.
• Lead and support initiatives that strengthen engagement, retention, morale, and organizational culture.
• Foster a culture where employees feel valued, heard, inspired, and connected to the Tiffany & Co. brand and values.
• Partner with leaders to ensure consistent communication practices and meaningful employee touchpoints across the business.
• Support and execute recognition and celebration initiatives that reinforce engagement and performance.
• Ensure leadership behaviors and people practices consistently align with company expectations and values.

Talent Management & Development

• Support talent reviews, succession planning, and internal mobility discussions to strengthen organizational bench strength.
• Partner with leaders to identify high-potential talent and create meaningful development opportunities.
• Coach leaders on performance management, employee development, and career conversations.
• Support calibration processes to ensure consistency, fairness, and alignment in performance evaluations.
• Collaborate with Talent Acquisition to support hiring strategies, workforce planning, onboarding, and employer branding initiatives.
• Drive a “Talent is Our Obsession” mindset by helping leaders unlock and maximize individual potential.

Workforce Planning & Organizational Effectiveness

• Partner with leadership on workforce planning, organizational structure, and staffing strategies that support business objectives.
• Support organizational change initiatives and help leaders navigate transitions effectively.
• Monitor staffing needs, scheduling considerations, and organizational efficiencies.
• Identify opportunities to streamline communication, improve operational effectiveness, and enhance employee productivity.
• Support execution of key people processes and initiatives across the employee lifecycle.

Diversity, Inclusion & Belonging

• Champion inclusive leadership practices and help foster a diverse and equitable workplace.
• Partner with leadership to embed DEIB principles into talent, development, engagement, and business practices.
• Coach leaders on inclusive behaviors, bias mitigation, and equitable decision-making.
• Support DEIB initiatives, programming, and employee engagement opportunities across The Landmark.

Leadership Expectations:

The HR Manager is expected to:

• Lead with intention, presence, and professionalism.
• Demonstrate strong business acumen and strategic thinking.
• Operate with agility and composure in a fast-paced luxury retail environment.
• Build trust and credibility across all levels of the organization.
• Drive accountability while maintaining a people-first mindset.
• Communicate with clarity, confidence, and influence.
• Act as a role model for collaboration, optimism, curiosity, and thoughtful leadership.

Required Qualifications:

• 5–8+ years of progressive Human Resources experience, preferably within luxury retail, hospitality, or customer-centric environments.
• Experience supporting fast-paced or multi-functional business environments.
• Strong knowledge of talent strategy, employee relations, workforce planning, performance management, and organizational effectiveness.
• Exceptional interpersonal, communication, coaching, and relationship-building skills.
• Strong business acumen with the ability to connect people strategy to business performance.
• Ability to influence and partner effectively with leaders at all levels.
• Strong organizational skills with the ability to manage multiple priorities simultaneously.
• Bachelor’s degree required.

Preferred Qualifications:

• Experience within luxury retail or hospitality environments strongly preferred.
• Experience supporting high-volume or flagship operations preferred.
• HR certification and/or advanced degree preferred.
• Experience leading employee engagement, culture, and change management initiatives preferred.
   

The hiring range for this position ranges from $120,000 – $175,000 The rate of pay offered will be dependent upon candidates’ relevant skills and experience.