Senior Manager, Human Resources

About Us

Centric Brands is a leading lifestyle brand collective that designs, sources, markets and sells high quality products in multiple segments, including women’s, men’s and kid’s apparel, accessories, entertainment and beauty. Centric Brands is focused on our customers and our brands that will drive the company’s future growth. We are defined by innovation as we seize new opportunities and thrive in an environment informed by creativity and thinking that is both analytical and outside the box. Centric Brands reflects a team built on respect, for others and for the hard work it takes to achieve our goals and build our bright future together.

Specific Responsibilities Would Include

The Senior Manager of Human Resources will play a critical role in supporting & executing HR strategies within our dynamic and fast-paced fashion and apparel company. This role is integral to supporting the distinct needs of our brands while fostering a culture of inclusivity, engagement, and high performance. The Senior HR Manager will work closely with leadership to enhance talent acquisition and performance management, strengthen employee relations, and drive organizational development, ensuring seamless alignment with the division’s strategic objectives.

Talent & Performance Management

• Strategic Recruitment Leadership: Develop and execute innovative recruitment strategies tailored to each division, ensuring the attraction and retention of a diverse and high-caliber talent pool that meets the evolving needs of the business.
• Comprehensive Onboarding Initiatives: Lead the implementation of critical onboarding processes, ensuring new hires are effectively integrated into the company culture and equipped for success.
• Performance Management Excellence: Implement and support the performance management process, including goal setting, regular performance evaluations, and customized professional development plans that drive both individual and organizational success.
• Talent Development & Career Pathing: Collaborate with leadership to implement talent development programs and career pathing initiatives that cultivate internal growth, enhance employee engagement, and support long-term business objectives.
• Targeted Training Programs: Support the delivery of training programs tailored to the specific needs of business divisions, such as Leadership Development, Team Building, and Specialized Skill Training, ensuring they align with company goals and enhance workforce capabilities.

Employee Relations

• Key Advisor on Employee Relations: Act as a trusted advisor and consultant on employee relations matters, including conflict resolution, disciplinary actions, and policy interpretation, ensuring fair and consistent application of company policies.
• Management Support: Provide guidance and support to management on effective communication, employee engagement, and performance management practices to foster a positive and productive work environment.
• Investigation Leadership: Lead thorough investigations into employee complaints or concerns, ensuring they are handled with confidentiality, compliance, and adherence to legal and company standards.
• Promote a Positive Work Culture: Champion open communication and proactively address employee concerns, promoting a workplace culture of respect, inclusivity, and mutual support.

Organizational Development

• HR-Business Alignment: Partner closely with divisional leaders and their direct reports to ensure HR strategies are fully aligned with the business and talent priorities of each division.
• Change Management & Organizational Development: Support organizational change initiatives, ensuring smooth transitions during periods of change or restructuring and minimizing disruption to operations.
• Employee Engagement & Retention: Implement and manage programs that enhance employee engagement, retention, and organizational culture, fostering a sense of belonging and purpose across all levels of the business.
• Data-Driven HR Improvement: Analyze HR metrics, feedback, and industry trends to and leverage data to educate leaders and achieve overall talent and culture goals.

Compliance and Administration

• Regulatory Compliance: Ensure strict compliance with federal, state, and local labor laws and regulations, minimizing legal risks and maintaining the company’s reputation.
• HR Administrative Oversight: Ensure flawless HR administrative, including accurate documentation, comprehensive reporting, and maintenance of employee records, ensuring they are managed in line with best practices and regulatory requirements.
• Policy Development & Implementation: Provide input on HR policies and procedures, ensuring they reflect industry best practices, regulatory changes, and the evolving needs of the organization.

Our Best Fit Candidate Would Have

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Advanced degree or HR certification (e.g., SHRM-SCP, SPHR) a plus.
• 7+ years of HR experience, with a strong background in talent & performance management, employee relations, and organizational development within the retail or apparel industry.
• Proven leadership experience with the ability to influence and drive change across diverse teams.
• Excellent communication, interpersonal, and problem-solving skills.
• Strong understanding of HR practices, including recruitment, performance management, compensation, and employee engagement.
• Knowledge of relevant labor laws and regulations.
• Ability to manage multiple priorities and work effectively in a fast-paced, dynamic environment.

In return, we provide an industry-competitive salary, along with a comprehensive benefits plan (medical, dental, vision) that includes a matching 401(k), Summer Fridays, generous PTO, merchandise discounts, excellent career development opportunities, and a work environment that reflects our industry leadership. Our social impact program, Centric Cares, focuses on volunteerism to make a difference in communities we live and work in and our D&I committee is shaping the future of diversity, equity and inclusion at Centric Brands though workshops, resources and inspiring conversation.

Salary Range: $115,000 - $130,000

At Centric Brands, we believe our people are our greatest asset, and we seek to structure competitive compensation offers to ensure that we are able to attract and retain the best talent. Our job postings include an annual base salary range at the time of employment. The stated base salary range represents our good faith estimate as to what candidates are likely to expect, and we tailor our offers within the range based on several factors, including the selected candidate's educational and professional experience, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the selection process. Base salary is a part of a total compensation package, which, depending on the position, may also include commission earnings, annual bonus and other Centric Brands sponsored benefit programs.

Be part of our growing community by getting involved with groups, teams and initiatives like Be Green, Be Giving, and Be Celebrated.

Centric Brands is an Equal Opportunity Employer

Please note that Centric Brands will only reach out to interview, make an offer of employment or conduct onboarding activities for candidates who have applied through our careers site. When interviewing for a position, the candidate experience will include live interaction, such as a video conference or telephone call, with a Recruiter and/or company employee(s). We will never ask for any money or payments from applicants at any point in the recruitment process. Be aware of suspicious recruitment activity. If you think you are a victim of an employment scam, you may contact your local law enforcement agency and/or visit the Federal Trade Commission website here: https://consumer.ftc.gov/articles/job-scams.

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