About this role
Our Story
Launched in 2015, Sol de Janeiro is a globally recognized, award-winning beauty brand, drawing inspiration from Brazil’s beauty rituals, warmth, and spirit. Sol de Janeiro 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 TIME100’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
The Director, HR Business Partner – Supply Chain & G&A will act as the strategic people partner to our Operations, Supply Chain, Finance, Legal, and other key G&A functions. Reporting to the VP, Head of People, this leader will shape talent strategies that enable operational scale, global expansion, and cross-functional alignment.
This role requires deep experience supporting supply chain or operations teams—ideally within a CPG environment—paired with strong business acumen, analytical rigor, and the ability to coach senior leaders in complex, fast-moving settings.
What You’ll Be Working On
Strategic HR Partnership
- Serve as a strategic advisor to senior supply chain and G&A leaders, aligning talent strategies with operational, financial, and organizational priorities.
- Shape workforce planning, org design, capability building, and succession strategies that support scale, efficiency, and global growth.
- Provide insights grounded in business data, operational trends, and people analytics to inform decisions.
Leadership Coaching & Team Effectiveness
- Coach senior leaders to strengthen leadership capability, enhance decision-making, and build high-performing teams.
- Guide leaders through organizational change, growth, and evolving operating models.
- Foster a culture rooted in accountability, clarity, inclusion, and continuous improvement.
Talent Planning & Workforce Strategy
- Partner with Talent Acquisition to define hiring strategies for supply chain and G&A roles, including critical capability needs.
- Lead talent reviews and succession planning for operational and corporate teams.
- Support internal mobility, role evolution, and career pathways aligned to organizational needs.
Performance, Engagement & Culture
- Drive performance enablement practices that emphasize clarity, feedback, and development.
- Lead engagement and organizational health diagnostics; translate insights into targeted, measurable action plans.
- Reinforce cultural expectations, leadership behaviors, and cross-functional collaboration.
Organizational Design & Change Leadership
- Guide leaders through org design, scaling structures, new capabilities, and integration of new processes or technologies.
- Support change management efforts with clear communication and readiness planning.
- Ensure alignment between operating models, talent strategies, and long-term business goals.
Employee Relations & Compliance
- Manage complex employee relations matters with judgment, discretion, and objectivity.
- Partner with Legal to ensure compliance with global labor laws and internal policy standards.
- Mitigate risk proactively through strong leadership coaching and policy awareness.
Collaboration with People CoEs
- People Analytics: Use data to drive insights and track KPIs across performance, engagement, retention, and workforce planning.
- Total Rewards: Partner on job leveling, compensation reviews, promotions, and market competitiveness.
- L&D: Identify capability gaps and inform development programs for operational and corporate teams.
- Talent Acquisition: Influence hiring strategy and talent profiles based on functional needs and future capabilities.
Must Haves
- 10+ years of progressive HRBP or HR leadership experience, with:
- Direct support of Supply Chain, Operations, or Manufacturing teams, ideally within CPG.
- Experience supporting G&A functions (Finance, Legal, IT, etc.).
- Strong background in org design, workforce planning, and talent development.
- Proven ability to coach senior leaders and influence decisions at the enterprise level.
- Strong analytical capability—comfortable using data to guide decisions and tell a compelling story.
- High EQ, excellent judgment, and the ability to balance strategic thinking with operational execution.
- Experience operating within global, fast-paced, high-growth environments.
- Familiarity with HR systems such as HiBob, Greenhouse, or similar tools.
#LI-Hybrid
Salary Range$150,000—$170,000 USDWhy Sol de Janeiro?
- 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.
https://soldejaneiro.com/pages/privacy-policy-sol-de-janeiro