Manager, Human Resources

North Las Vegas, NV

The HR Manager is a strategic and hands on role that will partner closely with the Senior HR Manager and management leaders in a new 3 shift/7days a week operation. The Manager will support leaders in the areas of diversity, employee relations, training and development, staffing, performance management, organization development and design, benefits, compensation, communication, and legal issues. The Manager will also cultivate strong working relationships to implement and execute on people programs, ensuring alignment with company strategy and culture. First year of this role will be dedicated to starting up this new Las Vegas facility involving a heavy focus in change management and communication projects.


The HR Manager will report to the Sr HR Manager and will manage one direct report, an HR Coordinator.


The successful individual will leverage their proficiency in Human Resources to...  

  • Serves as a business partner to the Global Operations business unit and management staff in the fulfillment and logistics organization, provide support in all areas, assist in identifying gaps and implementing changes, improve policies and processes, and recruiting key talent.
  • Provides consultation on staffing, employee development, training, and engagement. Models desired behaviors and motivates employees.
  • Provides advice and counsel to supervisors and managers for employee relations and organizational matters including performance assessments, labor relations, corrective actions, recruitment, and retention.
  • Responsible to serve as a Business Partner in the areas of diversity, employee relations and investigations, training and development, staffing, performance management, organization development and design, benefits, compensation, communication, and legal issues.
  • Responsible for full-cycle recruitment.
  • Develops, interprets and communicates Human Resources policies and procedures to all associates while ensuring compliance with federal and state laws.  


Client Support

  • Actively pursue knowledge of clients business practices, policies, organization structure, roles and responsibilities to better understand the business
  • Work closely with Business Unit Leaders to ensure HR requirements are identified, met and aligned to business objectives
  • Build relationships with staff of client groups at all levels built on respect and trust
  • Be available and responsive to provide customer service in a timely and efficient manner



  • Support hiring managers during recruiting process, including interviewing and candidate selection
  • Partner with hiring managers during new hire onboarding


Employee Relations

  • Partner with management to resolve employee relation issues
  • Provide coaching and counseling to management and staff
  • Collaborate with Legal Counsel, Employee Relations and HR Director on sensitive issues
  • Maintain positive employee relations environment through Tapestry’s Open Door Policy


Performance Management

  • Provide training and counseling on the annual performance management process, development planning process and ongoing performance feedback.
  • Partner with Business Partners to execute salary increase process on time and on budget
  • Manage the execution of the Performance Management process and compilation of salary data in conjunction with corporate Compensation team.


Training and Development

  • Assess training needs of business areas providing consulting and coaching services to optimize individual and team performance
  • Partner with Global People and Organizational Development (GPOD)
  • Develop relationships with local vendors


Organizational Design

  • Provide organizational design support and guidance to business partners
  • Develop succession plans and career paths for key positions and high potential employees
  • Assess organizational strengths and weaknesses and develop appropriate action plans to address


Special Projects

  • Participate in and/or manage special projects as required
  • Participate in cross-functional HR projects       


The accomplished individual will possess... 

  • 5+ years of experience in HR generalist, HR business partner or talent management positions of increasing responsibility 
  • Bachelor’s degree strongly preferred. 
  • Highly collaborative and excels at relationship building and all communication (written, verbal and non-verbal)  
  • HR leadership experience required (recruitment, employee relations, coaching/counseling) with a strong track record in delivering client focused HR solutions to business partners
  • Demonstrated business acumen and curiosity.
  • Demonstrated ability to develop plans to address key business issues and utilizes plans to impact business and achieve desired results.
  • The ability to handle multiple priorities at once with superior organizational skills and be a fast learner who can navigate process and manage projects independently. 
  • Ability to maintain composure and effectiveness in a fast-paced environment while being professionally assertive when appropriate. 
  • Strong analytic skills and attention to detail.  
  • Proficient in MS office, specifically Excel, required.  
  • Flexibility to work weekends and evening shifts during holiday season or with business needs, required.
  • Exposure to a manufacturing or fulfillment/distribution operations, preferred.
  • Experienced with SAP-based HR System is, a plus.
  • SHRM CP/SCP, PHR, SPHR, a plus.
  • Bi-lingual in Spanish, a plus.


Our Competencies for All Employees

  • Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
  • Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
  • Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
  • Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
  • Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
  • Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
  • Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

Our Competencies for All People Managers

  • Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
  • Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
  • Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.


Tapestry, Inc. is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.

Subscribe to Job Alerts