Sr. Manager- HR Business Partner

General Function

The Sr. Manager HR Business Partner collaborates with HR Centers of Excellence (COEs) to ensure effective development and execution of Essilor Luxottica HR programs and initiatives such as talent management, succession planning, performance management, recruiting, compensation planning, and associate relations. The Sr. Manager is expected to bring subject matter expertise and fresh thinking to the team, shape practical strategies, and stay focused on delivering meaningful results.

• Utilize a consulting process to identify department performance needs/gaps and recommend solutions to address business issues. Drive HR solutions that impact performance improvement and support the short- and long-term business objectives.
• 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, and pay-for-performance).
• Drive manager accountability for employee engagement for the business unit, including development and execution of the action plans.
• Work proactively with Shared Services leaders to understand and influence current and future states organizational structure.
• Work proactively with managers and leaders to evaluate and prepare for future talent needs.
• Drive organization change interventions (including structure, strategies and other L&D programs) to facilitate transition to future state.
• Effectively prepare managers and leaders to execute change within their departments (e.g., acquisitions, restructuring, etc.). Execute action plans to introduce and reinforce desired culture.
• Engage HR COE partners as appropriate to ensure opportunities are addressed systemically and consistently, with a focus on creating a culture of continuous improvement.

• Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology or related field (or equivalent experience)
• 7+ years’ progressive business/HR experience
• 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
• Proven ability to work across multiple functions within a matrix environment
• Responsive, with strong interpersonal, relationship-building and communication skills
• Strong collaboration and teamwork;
  Reinforces one voice of HR
• Demonstrated ability to treat confidential matters with appropriate discretion
• Proficiency with Microsoft Office

• Master’s Degree in Business Administration, Organizational Leadership, or Human Resources
• Retail industry experience helpful
• Previously held positions in at least 2 HR COE disciplines

Pay Range:  -

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.

Essilor Luxottica complies with all applicable laws related to the application and hiring process. If you would like to provide feedback regarding an active job posting, or if you are an individual with a disability who would like to request a reasonable accommodation, please call the Essilor Luxottica Speak Up Hotline at  (be sure to provide your name, job r, and contact information so that we may follow up in a timely manner) or email HRC

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.