Senior Manager HR Business Partner

Requisition ID: 859635 

Position:Full-Time

We are EssilorLuxottica, a global leader in the design, manufacture and distribution of ophthalmic lenses, frames and sunglasses. The Company brings together the complementary expertise of two industry pioneers, one in advanced lens technologies and the other in the craftsmanship of iconic eyewear, to create a vertically integrated business that is uniquely positioned to address the world’s evolving vision needs and the global demand of a growing eyewear industry.

With over 180,000 dedicated employees in 150 countries driving our iconic brands, our people are creative, entrepreneurial and celebrated for their unique perspectives and individuality. Committed to vision, we enable people to “see more and be more” thanks to our innovative designs and lens technologies, exceptional quality and cutting-edge processing methods. Every day we impact the lives of millions by changing the way people see the world.

With a unique global network of commercial subsidiaries and independent distributors across major markets, our customers are offered a strong portfolio of the most popular lens, frames, instruments and equipment brands that can serve every sector of the market. The Wholesale team works with our customers one-on-one, developing professional relationships based on trust and care.

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: 131,186.40 – 190,986.00 

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.

Upon request and consistent with applicable laws, EssilorLuxottica will provide reasonable accommodations to individuals with disabilities who need assistance in the application and hiring process. To request a reasonable accommodation, please call the EssilorLuxottica SpeakUp Hotline at 844-303-0229 ( (be sure to provide your name and contact information so that we may follow up in a timely manner) or email HRCompliance@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. 

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