• Design, implement, and manage annual and semi-annual performance review cycles end-to-end, including goal setting, mid-year check-ins, and year-end evaluations. • Configure and administer performance review workflows, templates, and rating scales within the Workday Talent & Performance module. • Build and implement a structured succession planning framework that identifies critical roles, assesses bench strength, and develops readiness pipelines across all levels of the organization. • Lead annual talent review processes using 9-box methodology, including preparation materials, facilitation guides, and post-review action planning. • Serve as the subject matter expert on talent management best practices, industry benchmarks, and emerging trends in performance and succession methodologies. • Leverage Workday reporting and dashboards to deliver actionable talent analytics that inform workforce planning, retention strategies, and organizational development decisions. • Develop and maintain competency frameworks and career pathing resources that support employee development and internal mobility. • Collaborate with HR Business Partners to integrate talent management processes into broader People strategies and ensure alignment with business objectives.

• Available to support the team in Talent Attraction & Selection and internal communications • Act as a strategic advisor to leaders, grounding people management and team-building decisions through People Analytics • Support leadership in mediating conflicts and anticipating critical needs related to culture, engagement and employer brand • Lead succession committees, identify key talent and provide input for retention plans and internal mobility • Design, implement and monitor performance review cycles and the progression of Individual Development Plans (IDPs) • Diagnose training needs, develop learning content and manage area metrics (effectiveness and costs) • Support the development and monitoring of compensation plans, ensuring internal balance and market competitiveness • Lead engagement surveys (eNPS, GPTW, Health) and coordinate committees with leadership to implement action plans • Analyze exit interview results to develop strategies to reduce turnover and improve the employee experience • Plan the annual calendar of events and company gatherings, working in synergy with Marketing on internal communication actions • Lead or co-create cross-functional projects (Attraction, Diversity, Employer Branding) aligned with Hand Talk’s strategy • Consolidate HR metrics into dashboards (KPIs), turning raw data into executive reports to support management • Keep HR workflows and processes up to date and documented (using Notion as the primary knowledge base).

• Supervise and mentor team members, fostering a culture of accountability, service, and growth • Partner with the VP of People & Culture to ensure cohesive communication and alignment across all HR functions • Build and maintain healthy and professional relationships with all employees • Lead the day-to-day processes, policies, and systems • Help develop best practices and training materials for HR team • Manage accurate and timely execution of onboarding, offboarding, employee changes, and HRIS data management • Oversee documentation and compliance in personnel files, benefits administration, and timekeeping processes • Oversee payroll-related processes, ensuring accuracy and timely coordination with accounting • Collaborate with hiring managers to streamline onboarding • Ensure operational efficiency and consistency • Promote CIAT’s culture of fairness, consistency, and respect in all HR interactions

Role Description Your Role at Sephora: Sephora Employee Relations (ER) is committed to creating a workplace where employees feel respected, supported, and empowered to do their best work. Our ER Team plays a vital role in building strong connections between our people and the organization, while driving strategies that shape a positive and productive culture. We don’t just resolve issues—we anticipate challenges, influence organizational decisions, and design solutions that align with our long-term business goals. As part of Employee Relations, we partner strategically with leaders, HR, and executive leadership to resolve workplace concerns and drive enterprise-wide initiatives that strengthen culture and performance. We develop and maintain policies that promote compliance and reflect our values, ensuring consistency across the organization. We advise and coach leaders on effective people strategies that support organizational success and foster high-performing teams. We conduct investigations and manage complex issues with integrity, confidentiality, and care, mitigating risk and protecting our brand. We champion employee experience and engagement, leveraging insights and data analytics to inform strategic initiatives that enhance retention, productivity, and overall business outcomes. Job Summary: Reporting to the Employee Relations Manager, the ER Partner for Retail Southwest & Northwest will lead investigations, resolve workplace disputes, and provide expert guidance on employee issues within the Retail group. This role requires staying current on employment laws and best practices to ensure integrity and compliance in all processes. What You’ll Do - Conduct confidential investigations into workplace complaints and potential policy violations. Provide expert counsel and recommend appropriate actions. - Analyze trends and collaborate with stakeholders to address recurring issues and improve processes. - Deliver training and guidance to managers and employees on policy compliance and ER best practices. - Contribute to internal initiatives and projects as needed. Working Conditions - Remote - Travel up to 20% What You’ll Bring - Experience in dedicated ER role(s); additional HR experience a plus – 4+ years - Leading Workplace Investigations (Employment / Title VII) – 4+ years - Conduct and Performance Management – 3+ years - Education: Bachelor’s Degree Competencies and Skills - Strong Written and Verbal Communication - Problem-solving, mediation, and conflict resolution - Interpersonal Relationship Building What You’ll Get The annual base salary range for this position is $124,695.00 - $139,365.00. The actual base salary offered depends on a variety of factors, which may include, as applicable, the applicant’s qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. This job will be posted for a minimum of five days. Benefits - Health: Choose a healthcare plan to fit you and your dependents' needs with medical, dental, and vision coverage. Sephora also fully covers our employees’ disability and life insurance. - Wealth: We offer a competitive 401k with 4% match as well as FSA and HSA programs. We also offer a Student Debt Retirement plan, where your student loan payments qualify to earn the 401k match from Sephora. - Balance: Leading a store is exciting and dynamic, so we make sure you can recharge with vacation paid time off, sick paid time off, and protected leave. - Growth: No two stores or leaders are the same. With access to training, tuition reimbursement, and leadership development, you’ll be guided on a dynamic career path. - Perks: Enjoy a 30% discount on all merchandise/services, opportunities for free product or “gratis,” and flash sale discounts on LVMH brand products. - Support: Tap into free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse. Plus, volunteer and donation matching.