Senior Manager, Employee Relations in London

We have an exciting opportunity for a Senior Manager, Employee Relations that can be based in London, Milan, Madrid or Paris:

Department Overview

The Employee Relations function exists to enable all of our colleagues to deliver their best work. We support our managers across all of our retail stores in the EMEA region with Employee Relations matters. We drive team excellence, enabling brilliant customer experience and successful outcomes that improve engagement and profitability. We pro-actively educate and support when things get tricky. We provide clarity, compassion and focus – all in line with local legislation.

What you'll do:

• Drive the Employee Relations strategy to deliver equitable and consistent outcomes that strengthen employee trust and support organizational objectives.
• Deliver commercial outcomes whilst also proactively mitigating risk.
• Manage high-risk and high-profile cases, whilst leading a team of regional experts who will directly partner with line managers on sensitive people issues.
• Ensure our ER strategy evolves and is aligned to our Retail People Strategy.
• Cover the Michael Kors Brand across the EMEA region and be a prominent support function to all channels across our Retail and Corporate teams.

Consultation on ER Compliance and Risk:

• Provide advice and counsel to all business units on topics ranging from policy interpretation, internal investigations, performance & absence management, flexible working, harassment, discrimination, retaliation, unfair dismissal, and reductions in workforce.
• Ensure consistent application of policies and procedures.
• Review and advise on warning and discipline and termination documentation, grievance invitations and outcomes and employee consultation letters across the organization.
• Assist with supporting documentation for all reductions in workforce, restructurings, and ad-hoc position eliminations.
• Work with internal legal counsel and, where appropriate, external counsel to ensure compliance with all local legislation.
• Maintain an in-depth knowledge of legislative trends and legal updates to advise markets accordingly.

Investigations

• Partner closely with our Loss Prevention team and provide expertise on the investigation and successful resolution of ER issues and complaints.
• Assist with the development of investigation plans and lead complex investigations at and above a certain organizational level to minimize legal risk.
• Ensure that a consistent and equitable process has been applied, make recommendations, and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances.

Employee Relations Case Management, Metrics and Reporting

• Understand and utilise existing tools to enable a case management approach that ensures effective and efficient response and resolution.
• Leverage metrics, tools, data and resources to help identify ER and organizational effectiveness trends, insights and proactive strategies that assist with increasing engagement and reducing risk.
• Conduct regular audits of the system to ensure proper use.

Change Programme Delivery

• Manage the implementation and execution of ER-related change initiatives (e.g., organizational restructuring, legislation changes which may impact ways of working).
• Support leadership teams through periods of change with clear communication strategies and robust ER frameworks.

Data & Reporting

• Maintain accurate records of complex ER cases to ensure legal compliance and risk management.
• Analyse ER trends to identify systemic issues and develop preventative strategies in collaboration with HRBPs and COEs.
• Proactively escalate risks to relevant senior stakeholders.
• Contribute to policy development initiatives and line manager upskilling.

Training

• Create a holistic plan (design and delivery) in partnership with the HR Business Partners and other HR COEs for HR, employee, and manager training that improves leader effectiveness and builds ER acumen on subjects including, but not limited to sexual harassment, discrimination and performance management.

What You'll Bring

We're looking for someone with the following experience and skills — but these aren't set in stone. If you bring something extra to the table, we'd love to hear from you:

• 10+ years of HR experience, including at least 5 years in a managerial role covering multiple jurisdictions.
• Proven track record in managing complex and high-profile Employee Relations Matters.
• Excellent communication and stakeholder management skills.
• Ability to lead change and influence across all organizational levels.
• Employee-centric mindset.
• Continuous improvement orientation.
• Great people leader focused on team development.

Preferred Skills

• Retail HR experience.
• Establishing a new ER Function.

MK Perks:

From your very first day with us, we want you to feel welcomed, supported, and truly part of the team. To help make your experience rewarding, we offer a range of benefits designed to enrich your journey.

• Cross-Brand Discounts & Private Employee Sales – Enjoy exclusive savings across all Capri brands.
• Paid Parental Leave – Take meaningful time off to bond with your growing family.
• Generous Holiday and Vacation Allowance – Recharge with paid time off throughout the year.
• Internal Mobility Across Capri Brands – Explore new career paths within the broader Capri network.
• Hybrid Working Model – Collaborate in-office just three days a week for optimal flexibility.
• LifeWorks Employee Assistance Program – Confidential support for mental, emotional, and financial wellbeing.
• Pension Contributions – Build your future with company-backed retirement support.
• Enhanced Maternity and Paternity Pay – Receive elevated financial support during life's biggest milestones.
• Private Health and Dental Coverage – Access premium care for your health and wellness.

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, color, 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.