Manager, Human Resources Business Partner

Manager, Human Resources Business Partner

The Manager, Human Resources Business Partner (HRBP) plays a critical role in driving business performance through people strategy across a complex, multi-dimensional scope. Reporting directly to the Vice President, Human Resources, LVMH Beauty, with a matrix reporting line to the Director, HRBP, Multi-brands, this role supports two distinct yet interconnected client groups: Beauty Tech Americas (Americas scope), partnering closely with the CIO and technology leadership and employees to enable transformation, innovation, and workforce evolution. LVMH Beauty Multi-brands (North America scope), supporting leadership and employees across a portfolio of Maisons with diverse operating models and talent needs.

The Manager, HRBP acts as a trusted advisor to leadership, translating business priorities into focused people strategies. This role balances strategic partnership with strong operational execution, ensuring consistent application of LVMH and Group HR frameworks while tailoring solutions to business realities.

Strategic Business Partnership: Serve as a trusted advisor to leadership and employees across Beauty Tech Americas and the Multibrands organization, shaping people strategies that strengthen performance, engagement, and culture. Connect business objectives to workforce decisions by understanding value creation, operating models, and talent implications across technology and brand-led environments. Collaborate with leaders and teams on organizational design, workforce planning, and change initiatives, offering an enterprise perspective and thoughtful challenge grounded in sound judgment.

Talent & People Strategy: Translate business strategy into actionable talent priorities across performance management, succession planning, internal mobility, and leadership development. Lead and facilitate performance and talent discussions, leveraging assessment tools, data, and calibrated insights to drive high performance and future readiness. Design and deploy development approaches that integrate learning programs, coaching, mentoring, and experiential opportunities aligned with LVMH competency frameworks. Support career pathways and mobility across functions, brands, and geographies, ensuring alignment with role requirements and business needs.

Employee Relations & Engagement: Manage complex employee relations matters, including conducting thorough and impartial workplace investigations, with discretion, consistency, and compliance, providing practical guidance to leaders and employees. Strengthening team effectiveness and engagement through targeted interventions, culture initiatives, and feedback-driven action plans. Equip managers with the skills and confidence to address employee issues proactively, reinforcing a culture of accountability, trust, and inclusion. Ensure consistent application of policies and practices, adapting communication and training to local and business-specific contexts.

HR Operations & Execution Excellence: Ensure high-quality execution of core HR processes, including performance cycles (RISE), compensation reviews (ICR), talent reviews (OMR), and policy revision and deployment. Analyze workforce data and trends to generate insights, inform decision-making, and anticipate risks or opportunities. Partner closely with Centers of Excellence (Talent Development, Talent Acquisition, Total Rewards and HR Controlling, HR Operations) to deliver integrated, fit-for-purpose solutions. Drive HR initiatives with disciplined project management, clear milestones, and effective stakeholder communication.

Leadership & Collaboration: Operate effectively within a matrix environment, balancing priorities across Americas and North America scopes. Collaborate with HR colleagues across brands, regions, and functions to ensure alignment, consistency, and knowledge sharing. Representing HR with credibility, discretion, and professionalism, reinforcing LVMH values and standards in all interactions.

Skills Associated: Hard Skills: Business Acumen, Competency Assessment, Data Analysis, Employee Relations, Ethics & Compliance, HR Information Systems, HR Operations, Labor Law, Performance Management. Soft Skills: Active Listening, Coaching, Conflict Resolution, Interpersonal Savviness, Interviewing Skills, Problem Solving, Talent Management.

Qualifications: Bachelor's degree required; advanced degree or HR certification preferred. 7+ years of progressive HR experience in complex, fast-paced organizations. Experience supporting senior leaders and aligning people strategies with business goals. Strong understanding of P&L, operating models, and tech-driven environments. Knowledge of U.S. employment law, employee relations, and HR best practices. Proven success in matrixed, multi-stakeholder settings. Excellent interpersonal, coaching, and influencing skills. Analytical, with the ability to translate data into actionable recommendations.

Preferred Experience: Experience supporting technology, digital, or transformation-driven client groups. Exposure to multi-brand or division (multi-entity) environments, preferably within luxury, consumer, or global organizations.