Human Resources Director, Retail

At Theory, we design clothes for people who move through the world with purpose. Founded in New York in 1997, Theory was built on the belief that exceptional fit, fabric, and style can change the way we dress and live. Today, our effortless, timeless, and versatile designs are brought to life through exceptional materials and striking fits, inspiring everyday confidence so our customers can make their mark.

Rooted in the energy and refinement of New York City, Theory creates a modern wardrobe that balances function, sophistication, and ease. From our atelier in the Meatpacking District, we prioritize thoughtful design, innovation, and craftsmanship-partnering with world-renowned mills to develop signature materials and products that support real life.

As part of Fast Retailing, Theory continues to grow with a global mindset and a shared commitment to creativity, collaboration, community, and conscious design. Together, we harness the power of clothes to change the world, creating products and experiences that help people feel confident, connected, and ready for what comes next.

The Role

The Retail Human Resources Director is responsible for developing and executing a best-in-class people strategy that enables sustainable business growth, strengthens leadership capability, and elevates the employee and customer experience across the retail organization. This role will lead the design and implementation of a comprehensive talent development framework, enhance and expand the TMC Graduate Recruitment Program, foster a high-performance and customer‑centric culture, and ensure the delivery of market‑leading HR practices that support organizational effectiveness and long‑term succession planning.

Responsibilities

• Create strategic HR initiatives in response to data that drives commercial business results and supports in delivering talent initiatives including, talent reviews, organization design, key performer identification and development, workforce planning, retention, diversity, and employee engagement and wellbeing activities.
• Lead organizational change management activities and support leaders with employee communication.
• In partnership with the VP of Retail, VP of Global HR and Director of L&D, design and implement a comprehensive talent management and leadership development framework that supports organizational growth and succession planning.
• Establish clear career pathways, competency models, and development programs across all retail populations.
• Lead talent review, succession planning, and high-potential identification processes to strengthen internal talent pipelines.
• Partner with business leaders to develop Individual Development Plans (IDPs) and accelerate leadership capability across the organization.
• Champion a customer-first culture by embedding service excellence principles into talent, performance, and development initiatives.
• Utilize people analytics and workforce insights to identify trends, risks, and opportunities that support business objectives.
• Proactively leverage external market insights and industry best practices to develop innovative people strategies, modernize HR programs, and ensure the organization remains competitive in attracting, developing, and retaining top talent.
• Establish and continuously improve HR policies, processes, and programs to ensure consistency, scalability, and operational excellence.
• Ensure compliance with employment legislation and company policies while maintaining a strong employee‑centric approach.
• Effectively manage complex employee relations matters, conduct thorough investigations, mitigating organizational risk, ensuring compliance with employment legislation, and providing practical guidance to leaders that supports positive employee outcomes and business continuity.
• Present recommendations and proposals to Executive Management on talent, leadership, organizational effectiveness, and workforce planning initiatives, combining data‑driven insights with commercial judgment to influence strategic decision‑making and business outcomes.
• Take direction with professionalism and act as a trusted, reliable member of the HR Department.
• Proactively communicate upward to manage expectations, provide visibility, and mitigate risk.
• Effectively lead and inspire a HRBP, fostering engagement, accountability, and strong results.
• Promote a culture of accountability, inclusion, development, and continuous improvement across the organization.

Key Skills Required

• 10+ years of Human Resources experience.
• 6+ years of HR experience in retail or luxury hospitality.
• Bachelor's degree in Human Resources, Business or related field.
• Proven ability to develop and execute both short-term and long-term people strategies, translating business objectives into scalable talent, leadership, and organizational initiatives that support sustainable growth.
• Ability to drive innovation by benchmarking industry best practices and translating external insights into impactful HR programs, policies, and employee experiences.
• Exceptional leadership, coaching, and influencing skills with the ability to build credibility and partnerships across all organizational levels.
• Significant employee relations expertise, with experience managing complex and sensitive matters while balancing employee experience, legal compliance, organizational risk, and business objectives.
• Experience managing and influencing stakeholders at different levels of seniority.
• Ability to deal with ambiguous and fluid situations.
• Excellent verbal and written communication skills.
• Action orientated; KPI driven with demonstrable ability to deliver results.
• Positive and solutions-driven mindset.
• Experience of managing and delivering multiple projects, demonstrating impact via positive business results.
• Maintain a high level of confidentiality at all times.
• Experience of working with HRIS Workday.
• Proficient in Microsoft Office and Google systems.

Salary: $165,000 - $175,000 per year*

*The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.

As an Equal Opportunity Employer, Theory LLC does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state, or local law.