The successful individual will be responsible for:

Setting & Leading Tapestry's Culture Strategy

• Set the vision and multi-year roadmap for inclusion and culture across Tapestry's global brand portfolio, translating company strategy & values into tangible, lived experiences that contribute to our growth ambitions.
• Turn vision and roadmap into focused priorities and actionable plans with measurable outcomes across brands and regions.
• Establish clear goals, metrics, and accountability frameworks to measure progress and impact.
• Position culture as a driver of innovation, performance, and consumer connection throughout the organization.

Employee Listening & Data-Driven Insights

• Own the enterprise employee listening strategy - including engagement surveys, pulse checks, focus groups, and always-on feedback channels - and build the infrastructure to turn listening into action.
• Use data to prioritize actions that deliver outcomes to continuously cultivate strong employee engagement, belonging, and how we work together.
• Establish progress reporting and action plans to track and evolve key culture outcomes.

Leading the Inclusion & Culture Team

• Lead a global team of three.
• Strategically evolve Tapestry's global EBRG ecosystem.
• Design and scale global volunteering programs that deepen employee connection to purpose and reflect Tapestry's commitment to the communities where we live and work.
• Create experiences that build connection, pride, and a strong sense of belonging across our house of brands.
• Ensure programs are simple, global/store scalable, and connected to business priorities.
• Foster innovation and continuous improvement to drive outcomes.

Stakeholder Partnership & Alignment.

• Engage stakeholders and external partners as needed to align efforts that shape reputation and meet regulatory requirements.
• Serve as a trusted advisor to executive leadership on inclusion, belonging, and culture transformation.
• Partner with HR and leadership teams globally to embed inclusive behaviors that elevate our approach to performance management, leadership expectations, development and succession planning, employee lifecycle milestones and people processes.
• Collaborate with Communications to develop a culture communications strategy that keeps employees informed, connected, and proud - storytelling that reflects our people and amplifies our values.

The accomplished individual will have...

• 12+ years of overall working experience in a business setting, preferably in Culture, Inclusion & Diversity, Organizational Development or related field
• A B.A./B.S. degree in a related discipline preferred (e.g., Human Resources, Business Administration, Communications, Culture, Transformation, Inclusion & Diversity).
• Strong business acumen and enterprise leadership - a leader who thinks across the whole company, not just one function, connecting culture to business performance and brand impact
• Strong strategic thinking with the ability to turn ideas into action and follows through, creating change people can see and feel.
• Influence at all levels without authority, building trust and bringing stakeholders with you.
• Passion about building environments where people feel valued and can succeed, build strong teams, and raise the standard of the work with high accountability for outcomes
• Data-driven mindset with ability to use data to stay grounded and guide decisions.
• Ability to simplify and focus, cutting through complexity to drive what matters most, lead through ambiguity, and drive organizational change
• Courage to speak up, and challenge when it counts

An outstanding professional will have...

• Demonstrated acumen in inclusion and culture building best practices globally
• Proven track record designing culture strategies at enterprise scale - will have led transformation, not just programs.
• Exceptional communicator and storyteller - equally at ease presenting to a C-suite and energizing a town hall of thousands.
• Experience leading EBG/ERG strategy and linking employee community groups to measurable business outcomes.
• Skilled at using data and analytics to shape strategy and build the business case for culture investment with executives.
• Global mindset with the cultural fluency to activate programs across diverse geographies and employee populations.
• Creative thinker who can translate big ideas into executable plans - and who never mistakes activity for impact.

• AI prompt engineering

Our Competencies for All Employees

Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Base Pay Range
$180,000.00-$215,000.00

Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation & Benefits.