HR Business Partner

To provide strategic business partnering support to the SVP HR and the Corporate stakeholders to identify ways to optimise the employee experience and working environment. Providing solutions to drive talent initiatives, support organisational change, and improve development. Partners with business leaders to support, guide, and challenge their HR agenda applying a deep understanding of the business units' operations, goals, and strategic priorities.

Demonstrate strong business acumen by aligning HR initiatives with organisational objectives, leveraging insights to drive decision-making and deliver measurable value. Builds and maintains robust relationships with stakeholders across all levels ensuring alignment and collaboration in achieving strategic goals. Actively contributes to shaping and delivering the People strategy by proactively identifying and addressing workforce needs and opportunities, providing insight into the budgeting process.

Anticipates business challenges and proposes innovative HR solutions to enhance organisational effectiveness. Reviews and analyses human resources metrics (e.g. productivity, turnover, vacancy rates, employee engagement) to identify trends, assess the work climate, and inform strategic recommendations. Drives proactive engagement with key stakeholders to support organisational change, particularly in reorganisations and other transformation initiatives.

In collaboration with the Talent acquisition team, support talent management initiatives focusing on careers branding, attracting, recruiting, and developing talent; aligns, engages, measures, and rewards performance while managing people costs effectively. Provides consultation and coaching to management on complex employee relations issues and performance challenges, fostering a culture of accountability and continuous improvement.

Collaborates with leadership in succession planning efforts and leadership development initiatives ensuring the identification and growth of high-potential employees. In collaboration with the L&D Director, designs, delivers, and evaluates training sessions and learning frameworks reinforcing professional growth and operational excellence.

Champions collaboration with cross-functional departments such as diversity, wellness, and performance improvement ensuring integration with the broader organisational strategy. Proactively engages in stakeholder discussions to identify opportunities for HR process improvement contributing innovative ideas and initiatives that enhance service delivery and outcomes.

Serves as a developmental coach collaborating with Talent Development to drive change management, team effectiveness, and leadership excellence. Acts as a trusted advisor influencing decision-making through credible expertise and an in-depth understanding of the organisational landscape. Demonstrates flexibility, pragmatism, and the ability to operate effectively in ambiguous and high-pressure environments.

Engages in continuous professional development to remain current with HR trends, best practices, and business challenges ensuring sustained contributions to organisational success. Leads the PROUD to be JC engagement initiative across JC Global.

Experience Required: Proven experience as a HRBP within a fast-paced commercial environment. Retail experience is desirable. Understands the COE model. Experience of leading organisational design. Strong project management skills.

Skills & Requirements:

• Excellent written and verbal communication skills
• Commercial knowledge
• Strong interpersonal communication skills
• Active listening skills
• Skilled at conflict resolution
• Analytical and strategic thinking skills
• Talent acquisition knowledge
• Business competency
• Strong sense of cultural awareness
• Ability to plan and manage change within the organization
• Strong relationship-building skills
• Ability to coach
• Adopts a data-driven approach

Equal Opportunity: The Company is an equal employment opportunity employer. The Company's policy is not to unlawfully discriminate against any applicant or employee on the basis of race, colour, sex, sexual orientation, gender identity, religion, national origin, age, military status, disability, genetic information, or any other consideration made unlawful by applicable federal, state, or local laws. The Company also prohibits harassment of applicants and employees based on any of these protected categories. At Capri Holdings Limited, we are committed to providing a fair and accessible recruitment process. If you require a reasonable accommodation for the interview or application process, please contact our Talent Acquisition team.