Executive Director, HR Business Partner New New York Metropolitan - Hybrid
Janeiro USA, Inc., New York, New York, us, 10261
Launched in 2015, S ol de J aneiro is a globally recognized, award-winning beauty brand, drawing inspiration from Brazil’s beauty rituals, warmth, and spirit. S ol de J aneiro delivers a sensory experience beloved by multi-generational consumers worldwide, with clinically proven results, transformative textures, and transportive fragrances.
Headquartered in New York and launched as a digitally native brand, we have expanded globally with teams in Paris, London, and Germany. Our commitment to excellence has earned high-profile honors, including being named one of TIME1 00’s 2024 Most Influential Companies, Fast Company’s 2024 World’s Most Innovative Companies, and WWD Beauty Inc’s Power Brands of 2024, underscoring its leadership in the beauty industry and outstanding workplace . These accolades highlight our dedication to being a leading brand in the beauty industry and an exceptional workplace.
What You’ll Do
As the Executive Director, HR Business Partner, you will serve as the strategic HR leader supporting our Creative, Brand, and Marketing organizations. Reporting to the VP, Head of People, you will shape talent strategy, coach senior leaders, and influence organizational decisions that drive growth, performance, and culture. This is a highly strategic, relationship-driven role requiring strong business acumen, exceptional coaching capability, and comfort operating in a fast-paced, scaling global brand environment. Beauty industry experience is highly desired. What You’ll Be Working On
Strategic Talent & Organizational Advisory Partner with senior executives to set and execute peoplestrategies aligned to businessobjectives, long-range planning, and organizational priorities. Lead org design efforts, role architecture, and capability planning to support scale and global expansion. Drive talent planning and succession practices that strengthen leadership pipelines and future-ready capabilities. Senior Leader Coaching & Leadership Effectiveness Act as a trusted advisor to executive leaders; provide insight, feedback, and coaching that strengthens decision-making, leadership presence, and team effectiveness. Build leadership capability in areas such as leading through change, building high-performing teams, and fostering accountability. Model and reinforce a culture rooted in inclusion, empowerment, and high performance. Enterprise Talent & Workforce Strategy Partner closely with CoEs (Talent Acquisition, L&D, Total Rewards, People Operations, People Analytics) to shape and execute key talent priorities. Influence hiring strategies, role profiles, and success criteria for critical positions. Use people analytics to guide decision-making, identify risks, and measure the impact of programs and interventions. Performance, Engagement & Culture Lead performance enablement practices grounded in continuous feedback, development, and recognition. Conduct organizational health assessments, translating insights into action plans with measurable outcomes. Advance DEI commitments, ensuring inclusive practices and equitable talent experiences across teams and regions. Change Leadership & Organizational Transformation Lead organizational change initiatives, including new operating models, integrations, and scaling structures. Guide leaders through change with clear frameworks, communication plans, and readiness support. Ensure alignment between organizational design, cultural goals, and business strategy. Employee Relations & Risk Mitigation Navigate complex employee relations matters with professionalism and sound judgment, balancing empathy with business needs. Partner with Legal to ensure compliance with global labor standards and mitigate organizational risk. Must Haves
12+ years of progressive HRBP or HR leadership experience, ideally within high-growth, global, creative, or brand-driven organizations. Beauty industry experience highly desired; CPG, fashion, luxury, or lifestyle categories also valuable. Proven experience advising and coaching senior executives. Strong expertise in org design, talent planning, and scaling teams in dynamic environments. Ability to translate business strategy into actionable people priorities. High learning agility, sound judgment, and resilience in a fast-paced, rapidly evolving company. High EQ with exceptional communication and relationship-building skills. Experience working across regions and cultures. Familiarity with HR tools (e.g., HiBob, Greenhouse). Salary Range $180,000 - $225,000 USD Competitive salary and bonus program for full-time team members Flexible hybrid work environment with opportunities for collaboration and growth Inclusive culture that values diverse perspectives and celebrates individuality The chance to be part of a fast-growing, award-winning global beauty brand The information contained herein is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee, as these may change or new ones may be assigned at any time. Sol de Janeiro is committed to diversity and inclusion in the workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. Requests for accommodation due to a disability or any other protected characteristic can be made at any stage of the recruitment process and during employment by contacting our People Experience Team at careers@soldejaneiro.com. Apply for this job
indicates a required field First Name * Last Name * Email * Phone Country * Phone * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf Education School * Select... Degree * Select... Select... Start date year * End date year * Are you legally authorized to work in the United States on an on-going and permanent basis? * Select... Will you now, or in the future, require sponsorship for employment visa status (e.g. H-1B visa status)? * Select... Are you available to work onsite at our NYC Headquarters at least 3 days per week? * Select... What is your desired salary? * LinkedIn Profile Website Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. As set forth in Sol de Janeiro’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability
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We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability?
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As the Executive Director, HR Business Partner, you will serve as the strategic HR leader supporting our Creative, Brand, and Marketing organizations. Reporting to the VP, Head of People, you will shape talent strategy, coach senior leaders, and influence organizational decisions that drive growth, performance, and culture. This is a highly strategic, relationship-driven role requiring strong business acumen, exceptional coaching capability, and comfort operating in a fast-paced, scaling global brand environment. Beauty industry experience is highly desired. What You’ll Be Working On
Strategic Talent & Organizational Advisory Partner with senior executives to set and execute peoplestrategies aligned to businessobjectives, long-range planning, and organizational priorities. Lead org design efforts, role architecture, and capability planning to support scale and global expansion. Drive talent planning and succession practices that strengthen leadership pipelines and future-ready capabilities. Senior Leader Coaching & Leadership Effectiveness Act as a trusted advisor to executive leaders; provide insight, feedback, and coaching that strengthens decision-making, leadership presence, and team effectiveness. Build leadership capability in areas such as leading through change, building high-performing teams, and fostering accountability. Model and reinforce a culture rooted in inclusion, empowerment, and high performance. Enterprise Talent & Workforce Strategy Partner closely with CoEs (Talent Acquisition, L&D, Total Rewards, People Operations, People Analytics) to shape and execute key talent priorities. Influence hiring strategies, role profiles, and success criteria for critical positions. Use people analytics to guide decision-making, identify risks, and measure the impact of programs and interventions. Performance, Engagement & Culture Lead performance enablement practices grounded in continuous feedback, development, and recognition. Conduct organizational health assessments, translating insights into action plans with measurable outcomes. Advance DEI commitments, ensuring inclusive practices and equitable talent experiences across teams and regions. Change Leadership & Organizational Transformation Lead organizational change initiatives, including new operating models, integrations, and scaling structures. Guide leaders through change with clear frameworks, communication plans, and readiness support. Ensure alignment between organizational design, cultural goals, and business strategy. Employee Relations & Risk Mitigation Navigate complex employee relations matters with professionalism and sound judgment, balancing empathy with business needs. Partner with Legal to ensure compliance with global labor standards and mitigate organizational risk. Must Haves
12+ years of progressive HRBP or HR leadership experience, ideally within high-growth, global, creative, or brand-driven organizations. Beauty industry experience highly desired; CPG, fashion, luxury, or lifestyle categories also valuable. Proven experience advising and coaching senior executives. Strong expertise in org design, talent planning, and scaling teams in dynamic environments. Ability to translate business strategy into actionable people priorities. High learning agility, sound judgment, and resilience in a fast-paced, rapidly evolving company. High EQ with exceptional communication and relationship-building skills. Experience working across regions and cultures. Familiarity with HR tools (e.g., HiBob, Greenhouse). Salary Range $180,000 - $225,000 USD Competitive salary and bonus program for full-time team members Flexible hybrid work environment with opportunities for collaboration and growth Inclusive culture that values diverse perspectives and celebrates individuality The chance to be part of a fast-growing, award-winning global beauty brand The information contained herein is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee, as these may change or new ones may be assigned at any time. Sol de Janeiro is committed to diversity and inclusion in the workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. Requests for accommodation due to a disability or any other protected characteristic can be made at any stage of the recruitment process and during employment by contacting our People Experience Team at careers@soldejaneiro.com. Apply for this job
indicates a required field First Name * Last Name * Email * Phone Country * Phone * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf Education School * Select... Degree * Select... Select... Start date year * End date year * Are you legally authorized to work in the United States on an on-going and permanent basis? * Select... Will you now, or in the future, require sponsorship for employment visa status (e.g. H-1B visa status)? * Select... Are you available to work onsite at our NYC Headquarters at least 3 days per week? * Select... What is your desired salary? * LinkedIn Profile Website Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. As set forth in Sol de Janeiro’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability
Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, for example: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select... PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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