About the Role
YETI is seeking a Manager, Talent Business Partner to partner closely with executive leaders across the Corporate Functions global organization to design and execute forward-looking talent and organizational strategies. This role combines deep business acumen, organizational design expertise, employee relations leadership, and change management capabilities to enable scalable growth and high-performing teams.
This role will serve as a strategic advisor to senior leadership, driving organizational effectiveness, talent strategy, leadership effectiveness, and large-scale transformation initiatives across key business functions. In addition, this leader will play a critical role in building and leading YETI's employee relations capability and managing a team of Senior Associate Talent Partners who provide front-line talent support, employee relations consultation, and workforce solutions across the enterprise.
As a key member of the Talent team, this individual will help establish and operationalize a modern Talent Business Partner model that balances strategic partnership with responsive employee support, ensuring a consistent employee experience, sound people practices, and proactive risk management across the organization.
What You'll Do
Strategic Talent Partnership
- Act as a trusted advisor to senior leaders, aligning talent strategy with business priorities.
- Partner with leaders to drive workforce planning, organizational strategy, and talent priorities.
- Translate long-term business strategy into proactive talent roadmaps, ensuring the organization has the capabilities, leadership, and structure needed to achieve future growth objectives.
- Provide strategic consultation on organizational health, leadership effectiveness, team performance, and talent risks.
- Partner with executive leaders to anticipate future capability needs and develop talent strategies that drive business performance.
Organizational Design & Effectiveness
- Lead organizational design initiatives including restructures, role clarity efforts, operating model enhancements, and team effectiveness assessments.
- Partner with leaders to design scalable organizational structures that support growth and evolving business priorities.
- Apply data, talent insights, and external market perspectives to diagnose organizational health and identify opportunities for improvement.
- Drive workforce planning and talent review processes that align organizational capabilities with business requirements.
- Recommend and implement solutions that improve organizational effectiveness, accountability, and decision-making.
Employee Relations Leadership & Capability Building
- Establish and lead the employee relations function within the Talent Business Partner model, creating scalable processes, governance, tools, and standards for employee relations management across the enterprise.
- Serve as the senior escalation point for complex employee relations matters, including performance management, workplace concerns, misconduct investigations, policy interpretation, accommodations, conflict resolution, and separation decisions.
- Partner closely with Legal, Compliance, and leadership teams to ensure employee relations practices are consistent, compliant, fair, and aligned with YETI's values.
- Drive consistent application of employment practices, policies, and manager guidance across supported organizations.
- Identify employee relations trends, organizational risks, and systemic issues through data analysis and case management insights, developing proactive solutions to strengthen culture and reduce risk.
- Develop frameworks, training programs, and manager toolkits to increase leadership capability in handling performance, conduct, feedback, and workplace matters effectively.
- Lead investigations and sensitive workplace matters while maintaining objectivity, confidentiality, and appropriate risk mitigation practices.
- Establish service delivery standards, case management processes, and reporting mechanisms to ensure a high-quality and consistent employee experience.
Senior Associate Talent Partner Leadership
- Lead, coach, and develop a team of Senior Associate Talent Partners responsible for delivering front-line Talent support across the organization.
- Establish clear operating models, roles, responsibilities, and service expectations for the Senior Associate Talent Partner team.
- Provide guidance and oversight on employee relations matters, manager consultations, workforce actions, and day-to-day talent support activities.
- Build team capabilities through coaching, development planning, and knowledge sharing to ensure consistent execution of Talent practices.
- Create scalable intake, triage, and case management processes that enable efficient support to employees and leaders.
- Partner with Talent Business Partners to ensure seamless collaboration between strategic talent work and operational employee support.
- Monitor team performance, workload allocation, service quality, and key metrics to continuously improve effectiveness and responsiveness.
- Drive operational excellence by identifying opportunities to streamline processes, improve manager experiences, and increase organizational capacity.
Transformation & Change Leadership
- Lead complex organizational change initiatives, including end-to-end change management planning and execution.
- Develop and implement communication strategies that drive understanding, alignment, and adoption.
- Guide leaders through periods of growth, transformation, restructuring, and organizational evolution.
- Ensure change initiatives are measurable, sustainable, and aligned with long-term business outcomes.
- Build organizational readiness and leadership capability to successfully navigate change.
Talent & Leadership Development
- Coach and develop leaders to strengthen organizational capability and effectiveness.
- Identify, assess, and accelerate top talent while building diverse and robust succession pipelines.
- Facilitate talent reviews, succession planning discussions, and leadership development initiatives.
- Support leadership teams in building high-performance cultures rooted in accountability, engagement, and inclusion.
- Drive talent strategies that improve retention, engagement, capability building, and leadership effectiveness.
What You Bring
- 8+ years of progressive HR, Talent Business Partner, Employee Relations, or related experience, including significant experience supporting executive-level stakeholders.
- Demonstrated experience leading employee relations programs, investigations, performance management processes, and workplace conflict resolution.
- Experience leading, managing, or developing talent teams and/or employee relations functions.
- Proven track record in organizational design, operating model development, workforce planning, and organizational effectiveness.
- Strong expertise leading large-scale change initiatives, communication strategies, and transformation efforts.
- Deep understanding of employment practices, employee relations risk management, and manager coaching.
- Exceptional strategic thinking with the ability to translate business priorities into actionable talent solutions.
- Ability to operate effectively at both strategic and executional levels.
- Strong business acumen with a consultative and data-driven approach.
- Excellent judgment, influence, and executive presence.
- Demonstrated ability to navigate ambiguity and balance competing priorities in a fast-paced environment.
- Experience operating in high-growth, transformational, or evolving organizational environments.
- Proven ability to build scalable processes, frameworks, and team capabilities that improve organizational effectiveness and employee experience.
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Benefits & Perks:
Click to learn about the benefits and perks we offer at YETI.
