People Operations

• Own the LDP spreadsheet — chase costings from vendors, keep your manager in the loop on every open cost, and cross-check with the PD team to build costing expertise.
• Manage freight offer collection, system entry and rates input to buy sheets.
• Drive freight offer collection from quote to system entry, regularly adding rates into buy sheets.
• Collecting, logging, and organizing mail promptly for sample distribution and component approvals.
• Help create color spec files for SMS orders.
• Manage customs import data with vendors, ensuring all is provided correctly and accounted for and communicated to the Compliance team.
• Adjust the buy sheets for the relevant months with latest tariff/duty rates.
• Ensure that weekly T&As and Sample Trackers are received, reviewed, and analyzed to ensure the most accurate information is being reported, keeping production deadlines on time and prepped for weekly meetings.
• Escalate issues that impact delivery, coordinate and analyze solutions with both internal and external partners.
• Track and manage catalog, SMS, TOP and photo samples.
• Work closely with wholesale and sample management teams to ensure SMS are delivered on time, accounted for and distributed for show deadlines.
• Keep sample database up to date for cataloguing development samples.
• Work with internal teams to ensure products are handed to the studio, merchandising teams and wholesale teams to meet deadlines.

Assistant PD and Production Coordinator

• Identify emerging fashion trends, and translate them into concept direction that feels relevant, aspirational, and brand-right for the Free People customer.
• Develop monthly concept direction for Jackets & Outerwear, including silhouette, fabric, wash, trim, artwork, and embellishment ideas.
• Create and communicate design ideas through sketching, digital tools, draped or sewn mock-ups, AI-assisted exploration when appropriate, and other visual communication methods.
• Edit the assortment to create a thoughtful balance of ideas against the business lineplan, ensuring the category has range, newness, emotional product, and commercial clarity.
• Create compelling, presentation-ready digital decks on a monthly basis for design leadership, with an eye toward elevation, clarity, and efficiency.
• Lead technical design setups with strong attention to detail, ensuring accuracy across technical sketches, BOMs, design packages, construction notes, pattern translation, and handoff to Technical Design.
• Attend fittings and contribute to fit, construction, proportion, and detail problem-solving throughout the development process.
• Partner closely with Merchandising, Product Development, Technical Design, Production, and Sourcing to ensure designs are creative, executable, and aligned with business objectives.
• Mentor and guide junior team members through research, sketching, design development, package execution, technical accuracy, and day-to-day priorities.
• Communicate ideas clearly and collaboratively in key meetings, inspiring confidence across Design, Merchandising, Production, and leadership partners.
• Bring flexibility, curiosity, positivity, and a generous creative spirit to the team and the work

Senior Designer – Jackets & Outerwear

• Lead the development and delivery of data-driven insights that inform workforce strategy.
• Engage senior HR and business stakeholders to shape how they think about problems.
• Take accountability for the integrity and governance of people data within the domain.
• Develop well-reasoned, evidence-based recommendations.
• Provide ongoing coaching and quality review for junior analysts.
• Proactively identify where existing approaches are insufficient and develop new ones.

Manager, People Analytics – Insights

• Serve as the senior People partner for an assigned business portfolio, translating strategy into practical people plans that support growth, performance, retention, and organizational health.
• Lead workforce planning and organizational design work, including headcount planning, critical-role identification, succession planning, team structures, spans and layers, role clarity, and operating rhythms.
• Coach executives, directors, managers, and frontline leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, and change leadership.
• Drive talent routines such as performance calibration, promotion readiness, talent assessment, career development, engagement action planning, and manager enablement.
• Use people analytics from engagement, attrition, performance, hiring, exits, retention, attendance, and team health signals to identify trends, diagnose root causes, and recommend action.
• Partner with Total Rewards, Finance, Talent Acquisition, and business leaders on compensation, leveling, incentive or bonus considerations, offer strategy, retention risks, and pay equity considerations.
• Navigate employee relations, performance, conduct, policy, and organizational risk matters with sound judgment, strong documentation, legal partnership, and a bias toward durable resolution.
• Champion Evolve’s culture and values while helping leaders create high-performing teams where teammates understand priorities, receive meaningful feedback, grow their careers, and can do their best work.

Senior People Business Partner

• Analyze workforce, talent, and engagement data to identify trends, patterns, and insights
• Produce and maintain standard and ad-hoc reports, dashboards, and metrics
• Ensure accuracy, consistency, and reliability of data across people systems
• Translate data into clear insights and observations
• Provide analytical support to workforce planning, listening, and enterprise demand planning activities
• Support internal and external benchmarking, trend monitoring, and comparative analysis
• Work with HR systems and data owners to support data extraction, validation, and reporting processes
• Identify opportunities to improve data, reporting, and analytics processes

Senior Analyst, People Analytics & Insights

• Create original artwork, layouts, and colorways using a blend of traditional techniques and digital tools.
• Develop graphic and embellishment layouts, provide colorway options, and collaborate with the color team.
• Work closely with product development and technical designers to align on costing and file setup.
• Generate CADs to communicate print placements on garments and create clear technical packages.
• Partner with the Design Director to execute the seasonal textile vision for graphics and craft.
• Stay informed on the latest fashion trends and incorporate them into designs.
• Collaborate with design and buying teams to address key graphic and embellishment needs.
• Manage email correspondence, maintain clear communication with internal teams, vendors, and partners.
• Keep track of development progress and organize bought samples.
• Maintain an organized workspace and file folders for easy access.

Senior Designer – Apparel Graphics, Craft

• Support the launch and systematizing of a new People Team requests automation process and system
• Assist in automating and streamlining employment verification workflows and documentation practices
• Conduct vendor comparison research and organize findings to support People Team operational decision-making
• Provide administrative and operational support for performance review cycles
• Identify, document, and refine standard operating procedures (SOPs) and other operational processes
• Support updates and organizational efforts related to Branch’s Payroll Playbook and associated operational processes
• Assist with implementation activities tied to new People Team vendors and systems
• Provide operational, administrative, and project-based support across the People Team as business needs evolve
• Contribute to continuous improvement efforts focused on scalability, organization, efficiency, and employee experience

People Intern

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People & Culture Business Partner

• Lead the design and execution of transformation initiatives
• Own significant workstreams within a broader transformation roadmap
• Diagnose structural inefficiencies and redesign processes
• Implement scalable, AI-enabled solutions
• Partner closely with COEs, People Business Partners, Product, Engineering, and Operations teams globally
• Facilitate cross-functional working sessions

Senior People Transformation Strategist

• Define and lead the global People Experience vision aligned to business strategy and company culture.
• Design employee experiences across key lifecycle moments, targeted to specific employee groups.
• Lead change strategy and execution for enterprise-wide transformations including organizational redesign, digital transformation, and culture transformation.
• Own employee listening strategy including engagement surveys and sentiment analysis.
• Partner with Internal Communications for consistent and transparent employee communications globally.
• Establish KPIs for employee experience and change effectiveness.
• Build and lead a high-performing global center of excellence team.

Global Head of People Experience – Orthopedics

• Mentor, trainer, and coach to Interns and Consultants
• Facilitate successful completion of project work plans
• Identify areas of risk and opportunities to increase efficiency across Workday HCM implementations
• Strengthen relationships and deepen abilities to communicate, gain trust, and network with clients
• Accept responsibility for decision-making including establishing project scope and work plans, project staffing, preparation of deliverables, and application of methodologies

Senior Consultant, Workday HCM, People & Change

• Support people leaders within the assigned client group and provide guidance and coaching to assist people leaders to effectively lead and develop their teams
• Drives accountability for performance, reliability, and behavioral standards through corrective action
• Acts as point-of-contact for employee relations, which includes handling employee complaints, conflict resolution, interpreting company practices and policies to both people leaders and employee and gaining mutual agreement for a way forward
• Maintains a positive environment for employees, coaching for employee development, ensuring employees feel heard and valued
• Possesses strong knowledge of employment law and has a strong understanding of HR risk migration and best practices in a various of HR generalist areas with expertise for compliance in multiple states preferred (currently NY, CA, PA, MO, FL, NV and growing)
• Assists People Partner team with key initiatives and projects which contribute to the company-wide enterprise

People Business Partner

• Serve as the lead People & Organization partner to regional and operational leadership teams.
• Align workforce strategy with operational goals across contract logistics, warehousing, and distribution operations.
• Provide strategic guidance on organizational design, workforce planning, leadership development, succession planning, and change management.
• Partner with leaders to improve organizational effectiveness, employee engagement, retention, and performance.
• Support business growth, customer expansion, and operational transformation initiatives.
• Drive the implementation of global and regional P&O programs, systems, and processes across multiple sites.
• Lead organizational change initiatives related to growth, restructuring, process optimization, and operational scalability.
• Foster a culture focused on accountability, collaboration, continuous improvement, and operational excellence.
• Ensure local practices align with corporate standards while maintaining compliance with employment laws and labor regulations.
• Provide leadership on employee relations, labor relations risk mitigation, and workforce strategy.
• Build strong leadership capability across operations and support functions.
• Lead talent management, succession planning, performance management, and employee development initiatives.
• Coach and develop P&O team members while strengthening overall HR capability within the region.
• Champion engagement, inclusion, communication, and culture-building initiatives across a diverse workforce.
• Utilize workforce analytics and operational insights to influence business decisions and improve organizational performance.
• Monitor and improve key people metrics including turnover, engagement, productivity, absenteeism, and leadership readiness.
• Translate workforce trends into actionable business recommendations.

Director, People & Organization Business Partner

• Partner with G&A and GTM leadership to align people strategies with business growth objectives, organizational scaling, and revenue goals.
• Provide strategic guidance to leaders on organizational design, talent planning, team effectiveness, and change management.
• Support leaders through periods of rapid growth, transformation, and evolving business priorities.
• Collaborate with senior leadership to understand business goals and develop HR strategies that support those objectives.
• Influence and contribute to the business strategy by providing insights on people trends and their impact on business performance.
• Drive the integration and alignment of HR initiatives with business plans.
• Collaborate with managers to ensure performance expectations align with organizational objectives and goals.
• Partner with managers on individual development plans and performance strategies, helping define expectations and instill accountability.
• Monitor and analyze performance metrics to identify trends and areas for improvement.
• Assess employee training and development needs based on business strategy in order to help close gaps between current and future skills.
• Responsible for identifying and assessing training program needs for all levels of the organization, determining viable vendors if necessary or designing and developing new training courses as needed.
• Evaluate and enhance remote and hybrid work environments and resources to support employee well-being, work-life balance, and a collaborative atmosphere.
• Monitor employee feedback and culture-related metrics to continuously improve and adapt cultural initiatives based on the needs and experiences of the workforce.
• Identify opportunities for process and system enhancements, provide recommendations for improvement and execute.
• Contribute to the development and implementation of HR strategies, policies, and processes, ensuring consistency across the organization.

• Lead the delivery of day-to-day People Experience support across all U.S. manufacturing sites, ensuring a consistent and positive experience for employees and leaders.
• Oversee core People processes including employee relations, performance management, attendance, discipline, investigations, onboarding, offboarding, and workforce changes.
• Act as the senior escalation point for complex People matters, ensuring fair, respectful, and timely resolution.
• Ensure site People teams are equipped with clear guidance, tools, and decision frameworks to support frontline leaders confidently and consistently.
• Provide operational leadership and oversight for labor relations at unionized sites represented by USW.
• Support day-to-day contract administration, grievance handling, investigations, corrective actions, and arbitration preparation.
• Ensure labor agreements are applied consistently across sites while maintaining constructive, professional relationships with union partners.
• Enable site leaders to engage effectively with unions through coaching and practical guidance.
• Drive harmonization of People practices where possible to reduce complexity and improve clarity for employees and leaders.
• Translate policy and legal requirements into clear, usable guidance that supports good decision-making at the site level.
• Identify operational risks, friction points, and employee experience gaps; implement improvements grounded in real site needs.
• Support the effective adoption of digital People tools and systems that simplify processes and improve access to information for employees and leaders.
• Act as a close People Experience partner to Plant Managers and Operations, embedded in the realities of manufacturing environments.

People Experience Leader – Manufacturing Operations

• Own and drive core operational and employee lifecycle programs from onboarding to off-boarding
• Lead end-to-end program and project management across multiple concurrent initiatives, stakeholders, and timelines, ensuring high quality delivery and execution
• Redesign and scale manual processes (e.g., probation period management) using automation, AI, and agentic workflows
• Identify and implement opportunities to drive operational excellence and consistency across People programs and processes
• Build and maintain the People team's internal knowledge base as a reliable, self-service resource
• Support compliance and audit readiness, including SOC 2, regulatory requirements, and the employee handbook
• Partner cross-functionally to drive key People initiatives (e.g., performance enablement) from concept through execution
• Develop and maintain standard operating procedures (SOPs), playbooks, and process documentation for all core People workflows
• Track and report on key People metrics (e.g., eNPS, time-to-productivity) to drive data-informed improvements

People Programs Lead

• Own end-to-end delivery of enhancements across Workday and the broader People Tech stack, ensuring scalable and high-quality solutions
• Configure and maintain Workday HCM (business processes, security, notifications, and reporting) across key employee lifecycle processes
• Partner with stakeholders across People, Talent Acquisition, Finance, and BizTech to translate business needs into effective system solutions
• Identify and implement opportunities to improve automation – including AI-assisted workflows – to enhance data integrity, reduce manual effort, and elevate the user experience across People systems
• Ensure seamless interoperability across People systems (e.g., Workday, Adaptive, Ashby, payroll providers), optimizing end-to-end workflows
• Design, build, and maintain integrations between Workday and external systems, exploring AI and automation tools (e.g., Workato, AI-powered bots) to streamline data flows
• Monitor integration health, troubleshoot issues, and perform root cause analysis to ensure reliability
• Support workforce planning and headcount data flows, particularly between Workday and Adaptive
• Support testing efforts for new functionality and product releases, ensuring smooth and controlled deployments
• Maintain clear documentation and establish best practices for system governance, change management, and ongoing support
• Stay current on AI and automation trends in the HR Technology space, proactively recommending tools and approaches that can improve team efficiency and employee experience

Senior People Systems, Integrations Analyst

• Expertly manages style development with trust of peers, strategizes with cross functional teams to manage to calendar and cost.
• Primarily individual contributor but may also act in a mentorship capacity or category leader for a cross-functional initiative.
• Helps mentor, onboard, and train more junior team members.
• Proactive and persuasive communications with managers, coworkers, cross functional partners and factories, ability to analyze issues and action resolution with fit and qa issues.
• Able to successfully execute strategies set independently and actualize results to support future improvements for upcoming seasons.
• Clearly communicates progress on individual tasks.
• Listens actively and asks questions that appropriately show understanding.
• Full grasp of effective global communication via fit comments, email, and zoom meetings.

Senior Technical Designer, 3D

• Support Creative Tech Designer & collaborate with the Design Team
• Build relationships/partnerships with cross functional team members
• Support weekly fit sessions on live models
• Build detailed tech packs, evaluate samples, and approve Pre-Production (PP) samples
• Adjust and correct patterns based on fit sessions using CLO or Optitex
• Maintain fit protocol and continuity through the development stages
• Advise repair options to factories on fit or quality related issues

Assistant Technical Designer

• You will be the main point of contact for all HR matters in your perimeter and will implement the best HR solutions, in line with the People Strategy and Company objectives.
• Provide expertise, operational support and advice to managers in managing their teams, enhancing people management practices and leadership effectiveness through continuous feedback and coaching
• Run HR process such as Performance Reviews, People Reviews, Compensation Reviews, Learning & Development plan definition
• Support Employees in their development and handle the full employees lifecycle, championing equal opportunity and fair policy application for all employees
• Monitor well-being and identify actions to always further improve it
• Contribute to C&B analysis for your perimeter, guaranteeing equity and fairness in the decisions
• Work on various Local and Global HR projects
• Foster collaboration and best practices sharing within the People team

See all jobs on JobTailor

Assistant PD and Production Coordinator

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Senior People Business Partner

Senior Analyst, People Analytics & Insights

Senior Designer – Apparel Graphics, Craft

People Intern

People & Culture Business Partner

Senior People Transformation Strategist

Global Head of People Experience – Orthopedics

Senior Consultant, Workday HCM, People & Change

People Business Partner

Director, People & Organization Business Partner

Senior People Business Partner

People Experience Leader – Manufacturing Operations

People Programs Lead

Senior People Systems, Integrations Analyst

Senior Technical Designer, 3D

Assistant Technical Designer

People Business Partner – Americas