Manager, Talent Business Partner

At YETI, we believe that time spent outdoors matters more than ever and our gear can make that time extraordinary. When you work here, you’ll have the opportunity to create exceptional, meaningful work and problem solve with innovative team members by your side. Together, you’ll help our customers get the high-quality gear they need to make the most of their adventures. We are BUILT FOR THE WILD™.

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.