Sr. Manager, People & Experience Business Partner - Enterprise Functions
Deckers Brands · Oregon, United States
- Hybrid
- Full-time
- $161,550 / year
- Oregon, United States
Job highlights
- Partner with leadership for people strategy.
- Manage talent lifecycle for 300+ employees.
- Drive organizational growth and transformation.
- Implement HR programs and talent plans.
- Focus on DEI and employee experience.
About the role
Sr. Manager, People & Experience Business Partner - Enterprise Functions
At Deckers Brands, Together, Every Step is a promise kept that every employee can bring their authentic self, is valued and supported, as a whole person, at work and beyond. Together, Every Step is how we continue to deliver exceptional business results, experience an amazing place to work, and have a positive impact on the communities and world around us.
The Role
As the Senior Manager, PXBP, you will serve as a key PX business partner for the Digital and Data, Finance, and Legal client groups. You’ll collaborate with PX COE leads, PXBPs, and regional PX partners to implement PX programs and talent plans that align with business strategy, talent strategy, and cultural objectives. This role is all about building trusted relationships, driving people strategies, and supporting organizational growth and transformation.
We celebrate diversity--of your background, your experiences and your unique identity. We are committed to ensuring an inclusive and equitable workplace where all of our employees can Come as They Are. We believe that when we bring our different perspectives to work, we are truly Better Together.
Your Impact
Client Partnership
- Be a trusted advisor and work closely with the senior leaders to translate near and long-term business objectives to a scalable people strategy.
- Provide counsel on a range of topics including strategy, the roll out and execution of the full talent management lifecycle, organization design and compensation to a population of 300+ employees.
- Coach and develop employees to strengthen leadership capabilities.
- Stay well connected to the business, developing a deep understanding of their business & strategy and how it impacts other cross-functional teams.
- Support the alignment of functions’ talent plans with required capabilities for the future to achieve Deckers strategic growth plans; Develop effective change management plans with leaders to support through organizational growth and evolution.
- Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data; Identify needs before issues arise and/or gaps widen.
- Utilize data to identify talent and culture opportunities and translate insights into action plans supporting the people strategy.
- Assess organizational needs and partner with COEs to drive solutions through talent acquisition, L&D, change management, retention, DEI and career and leadership development, etc.
PX Partnership
- Collaborate closely and share knowledge with PXBPs (HQ & regional) and COEs to ensure a clear and common understanding of broader business needs and interdependencies across client groups; Identify areas of synergy and opportunities for scale, as well as areas of overlap or conflict.
- Be a champion & advocate of global talent priorities and support the successful rollout of Deckers people practices & programs within client groups, including performance management, headcount prioritization/management, goal setting, compensation processes, workforce planning, etc.
- Partner with colleagues to deliver seamless PX experiences across the global business.
- Support the development of short and long-term people strategies in partnership with Talent Management and other PX leaders, both within and across client groups.
- Share knowledge of high potential talent within client groups and make connections across teams; Partner with PX colleagues to identify opportunities for talent movement and development across the business.
- As an important member of the broader PX team, contribute to cross-functional initiatives beyond assigned client groups for broader impact and understanding; Lead and/or participate in select projects.
- Embed and drive diversity, equity, belonging & inclusion principles in all people practices.
- Seek advice, redirect and/or escalate employee matters where appropriate to People Success, ER, Compensation, Benefits, and other COEs.
- Partner with People Success team to ensure data accuracy for client groups.
Team Management
- Act as a player/coach, inspire and motivate the team.
- Develop a mindset for continuous learning and offer opportunities to grow.
- Instill and reinforce the highest standards for close collaboration, knowledge sharing, and teamwork within the team.
- Ensure development plans are in place to create a bench of highly effective PX practitioners.
- Champion best practices to improve representation and diversity within PX.
Special Projects
Develop and work on special and cross-functional projects as identified.
Who You Are
- 4-year degree preferred or equivalent combination of education and experience.
- 9+ years of progressive HR experience as an HRBP or similar in a matrixed, high-growth environment.
- Experienced in collaborating with COEs, regional/global HR leaders, and senior business leaders.
- Skilled at influencing and establishing trusting partnerships.
- Proven ability to implement holistic talent plans for attraction, development, retention, and succession of specialized talent.
- Experienced in future-focused talent strategies in partnership with COEs.
- Collaborative, humble, and team-minded HR leader who sees the big picture and can work in the details.
- Relationship builder, collaborator, and influencer who can prioritize deliverables and ensure all clients feel heard.
- Demonstrate good judgment and balance business, culture, manager, and employee needs.
- Able to synthesize complex situations into action-oriented formats for leaders and teams.
- Knowledgeable in diversity, equity, and inclusion principles across the employee lifecycle.
- Strong business acumen and problem-solving skills; able to leverage people analytics for talent solutions.
- Proven ability to listen actively, influence effectively, and establish trust at all levels.
- Solid knowledge of US employment laws and when to consult regional experts.
- Effective verbal and written communicator.
- Analytical skills to distill insights from people analytics and devise action plans.
- Thrive in a fast-paced, scaling, and agile environment, navigating ambiguity and driving improvement.
- Workday knowledge is a plus.
What We'll Give You –
- Competitive Pay and Bonuses - We’ve created a variety of competitive compensation programs to foster career development, reward success and to show our employees just how much they’re valued.
- Financial Planning and wellbeing - No matter what financial goals our employees have set, we want to help them get there. Our plans provide powerful ways to protect income, pay for expenses and invest in the future.
- Time away from work - Sometimes we need time away to be with family, focus on our health or just simply recharge. Our plans support our employees’ needs to get out, get healthy and come back stronger than ever.
- Extras, discounts and perks - Being a valued member of the Deckers Brands team means more than just a paycheck. From generous discounts to community-based programs, we offer a variety of cool extras.
- Growth and Development - Deckers Brands was built on the idea of pursuing passion. That’s why we offer extensive opportunities and support for personal and professional development.
- Health and Wellness - There’s nothing basic about our comprehensive health and wellness programs and offerings. While at work and at play, we aim to support a healthy lifestyle.
Key skills/competency
- Senior Manager People & Experience Business Partner
- HRBP
- Talent Management
- Organizational Design
- Compensation
- Change Management
- DEI
- People Analytics
- Leadership Development
- Employee Relations
Skills & topics
- Sr. Manager
- People & Experience Business Partner
- HRBP
- Human Resources
- Talent Management
- Organizational Development
- Employee Relations
- DEI
- Remote
- Deckers Brands
How to get hired
- Tailor your resume: Highlight your 9+ years of HRBP experience in high-growth environments and collaboration with senior leaders.
- Showcase impact: Quantify achievements in talent management, organizational design, and DEI initiatives.
- Emphasize collaboration: Detail your experience building trusted partnerships with business leaders and COEs.
- Prepare for behavioral questions: Be ready to discuss how you handle complex situations and influence stakeholders.
- Understand Deckers culture: Research their commitment to diversity, employee well-being, and community impact.
Technical preparation
Understand HR analytics tools like Workday.,Study talent management lifecycle processes.,Familiarize with organizational design frameworks.,Review US employment laws and best practices.
Behavioral questions
Describe influencing senior leaders.,How do you handle complex employee issues?,Share an experience driving DEI initiatives.,How do you balance business and employee needs?
Frequently asked questions
- What are the approved states for remote work for the Sr. Manager, People & Experience Business Partner role at Deckers Brands?
- For the Sr. Manager, People & Experience Business Partner position at Deckers Brands, interested applicants must reside in Arizona, California, Oregon, Utah, or Washington to be considered for this remote role.
- What is the salary range for the Sr. Manager, People & Experience Business Partner role at Deckers Brands?
- The salary range for the Sr. Manager, People & Experience Business Partner role at Deckers Brands is $137,500.00 to $185,600.00 annually. Individual pay will be determined by factors such as location, skills, experience, and education.
- What are the primary client groups for the Sr. Manager, People & Experience Business Partner at Deckers Brands?
- The Sr. Manager, People & Experience Business Partner at Deckers Brands will primarily support the Digital and Data, Finance, and Legal client groups.
- What is the minimum experience required for the Sr. Manager, People & Experience Business Partner role?
- The Sr. Manager, People & Experience Business Partner role requires a minimum of 9+ years of progressive HR experience, specifically as an HRBP or in a similar role within a matrixed, high-growth environment.
- Does Deckers Brands require a degree for the Sr. Manager, People & Experience Business Partner position?
- A 4-year degree is preferred for the Sr. Manager, People & Experience Business Partner role at Deckers Brands, but an equivalent combination of education and relevant experience will also be considered.
- What is Deckers Brands' approach to diversity and inclusion for this role?
- Deckers Brands is committed to diversity and inclusion, celebrating unique backgrounds and experiences. They aim to ensure an inclusive and equitable workplace where all employees can 'Come as They Are', believing diverse perspectives lead to better outcomes.
- What are the key responsibilities of the Sr. Manager, People & Experience Business Partner role?
- Key responsibilities include serving as a trusted advisor to senior leaders, developing people strategies, managing the full talent lifecycle, supporting organizational design, and driving DEI principles across employee practices.
- What kind of HRIS or HR technology experience is beneficial for this role?