Manager, Human Resources Business Partner

Company Overview

LVMH Beauty operates with strong momentum, powered by the continued strength of its core brands and the launch of new creative ideas. Its houses are united by a shared commitment to excellence, originality, innovation, and impeccable brand presentation in a highly competitive global market.

The division brings together major heritage names such as Parfums Christian Dior, Parfums Givenchy, Acqua di Parma, and Guerlain, alongside newer growth brands including Kenzo Parfums, Fresh, and Make Up For Ever. This role sits within the North America organization of LVMH Beauty, which is part of the LVMH Group.

Role Summary

The Manager, Human Resources Business Partner is responsible for shaping people strategy that supports business results across a broad and complex scope. The role reports to the Vice President, Human Resources, LVMH Beauty, and also has a matrix reporting relationship to the Director, HRBP, Multi-brands.

The position supports two connected client groups: Beauty Tech Americas, covering the Americas and working closely with the CIO, technology leaders, and employees to enable transformation and workforce evolution; and LVMH Beauty Multi-brands, covering North America and supporting leaders and employees across multiple Maisons with different operating models and talent needs.

As a strategic partner and operational executor, this HRBP serves as a trusted advisor to leaders, aligning business priorities with practical people solutions while applying LVMH and Group HR standards in a way that fits business realities.

Strategic Business Partnership

• Act as a dependable advisor to leaders and employees across Beauty Tech Americas and the Multi-brands organization, helping shape people strategies that improve performance, engagement, and culture.
• Link business goals to workforce choices by understanding value creation, operating models, and talent impacts in both technology and brand-led settings.
• Work with leaders on organization design, workforce planning, and change efforts, bringing an enterprise-wide perspective and well-reasoned challenge.

Talent and People Strategy

• Convert business priorities into practical talent actions across performance management, succession planning, internal mobility, and leadership growth.
• Lead and support performance and talent reviews using assessment tools, data, and calibrated inputs to strengthen current and future capability.
• Create development solutions that combine learning, coaching, mentoring, and hands-on experience, aligned to LVMH competency frameworks.
• Support career development and movement across functions, brands, and geographies while staying aligned with role expectations and business requirements.

Employee Relations and Engagement

• Handle complex employee relations cases, including conducting careful and neutral workplace investigations with discretion, consistency, and compliance.
• Improve team performance and engagement through focused interventions, culture-building initiatives, and feedback-based action plans.
• Equip managers to address employee concerns early and effectively, reinforcing accountability, trust, and inclusion.
• Apply policies and practices consistently while adapting communication and training for local needs and business context.

HR Operations and Execution Excellence

• Ensure strong delivery of core HR processes, including the RISE performance cycle, ICR compensation review, OMR talent review, and policy updates and rollouts.
• Review workforce data and trends to produce insights, support decisions, and identify potential risks or opportunities.
• Partner with Centers of Excellence such as Talent Development, Talent Acquisition, Total Rewards and HR Controlling, and HR Operations to deliver integrated solutions.
• Lead HR initiatives with disciplined project management, clear milestones, and effective stakeholder communication.

Leadership and Collaboration

• Work effectively in a matrix structure while balancing priorities across the Americas and North America scopes.
• Collaborate with HR partners across brands, regions, and functions to maintain alignment, consistency, and shared learning.
• Represent HR professionally and credibly, upholding LVMH values and standards in every interaction.

Profile

A bachelor’s degree is required. An advanced degree or HR certification is preferred. The ideal candidate brings more than 7 years of progressive HR experience in complex, fast-moving organizations, along with experience partnering with senior leaders to align people strategy with business goals.

Strong knowledge of P&L, operating models, and technology-driven environments is important, as is familiarity with U.S. employment law, employee relations, and general HR best practices. Success in matrixed, multi-stakeholder environments is essential, along with strong interpersonal, coaching, influencing, and analytical skills.

Preferred Background

Experience supporting technology, digital, or transformation-focused teams is preferred. Prior exposure to multi-brand or multi-entity structures, especially within luxury, consumer, or global organizations, is also an advantage.

Additional Information

This job outline is intended to reflect the main responsibilities of the role and may not include every duty or task. Responsibilities may change, and additional duties may be assigned at any time, with or without notice.

Candidate information will be handled confidentially in line with EEO guidelines.

The employer uses the published salary range as a market reference and may adjust pay based on expertise, performance, and tenure. The stated good-faith salary range for this role is $115,000 to $140,000, and compensation may be set outside that range.