Assistant Manager Human Resources | Global Beauty Company

Job Summary:

We are seeking a Assistant Manager, Human Resources to support the field and point of sale population for a reputable beauty company. This individual will be responsible for implementing a impactful people strategy along with other tasks such as broad range of HR responsibilities including employee relations, talent acquisition, performance management, leadership and career development, engagement, compensation, culture, compliance, benefits and employee programs. The individual will be someone who has commercial, retail and business acumen, embeds strategic thinking into day-to-day operations, has solid decision-making and problem-solving abilities, and is able to navigate ambiguous situations and will thrive in a fast-paced dynamic environment. The Assistant Manager, Human Resources should possess first-hand experience with field and retail business, understanding it's business drivers, ecosystems, competitive landscape, and market forces.

This is a temporary role starting ASAP lasting until end of April 2026.

Responsibilities:

• Support the delivery and execution of HR programs and services consistently across the regional brand teams assigned in alignment with the NA Region’s business strategy, environment, and the people management implications.
• Proactively validate issues for action and is responsible for the development of solutions with the business.
• Leveraging HR strategies and practices, analyze and pro-actively define talent needs, attract great talent targeting key capabilities and build retention strategies.
• Build relationships with key internal and external talent to engage the bench for key leadership roles.
• Actively partner with the Talent Acquisition team on talent strategies for assigned brands and drive the selection of talent for key roles.
• Lead and in partnership with business leaders on organizational effectiveness across people, processes and technology to enable the delivery of strategic goals and to optimize efficiencies and effectiveness and be a champion of change in supporting organizational evolution.
• Develop L&D programs that support career development and progression
• Maximize team performance through coaching leaders to enable them to provide feedback and development to their teams.
• Provide strategic coaching to key employees as related to succession planning, career path development, and performance management.
• Partner with business leaders to evolve and embed the organizational culture driven by the Regional President and develop and lead change plans that engage leaders and employees.
• Foster a culture that recognizes and celebrates our talent.
• Engage and influence business leaders and provide strategic advice on people issues and HR needs.

Behavioral / Profile Characteristics

• The successful candidate will have a minimum of 3-5 years of human resources business experience
• Demonstrated strong business acumen, operational skills, and successful partnership with all components of the HR service delivery model and line operations
• High degree of learning agility
• Excellent communication, collaboration, influencing, project management, organizational, and change agent skills.
• Demonstrated ability to drive the HR strategic agenda using knowledge of the organization and its employees.
• Strong grasp of details and the ability to anticipate issues before they materialize.
• Ability to work in changing environments, see through complexity, and strategically promote an inclusive/diverse workforce.
• Possesses an action-oriented management style.
• Plans and implements projects and makes decisions with a sense of urgency.
• Generalist and HR business partner experience is critical for success, with exposure to all core functions within the discipline and with increasing scope.
• Significant transformation and change management work is required.
• Ability to coach, develop and empower a team of HRBP’s to drive performance and attain business goals.
• Experience in navigating highly complex, matrixed organizations
• Demonstrates success in managing complex employee relations issues
• Competent knowledge of employment legislation (across states) and regulatory factors
• Proven mediation skills