Manager, Organizational Management and Reporting, NA & EMEAI (Hybrid Flex)

Manager, Organizational Management and Reporting, NA & EMEAI (Hybrid Flex)

Tapestry

North Bergen, NJ, US

We believe that difference sparks brilliance, so we welcome people and ideas from everywhere to join us in stretching what's possible. At Tapestry, being true to yourself is core to who we are. When each of us brings our individuality to our collective ambition, our creativity is unleashed. This global house of brands Coach, Kate Spade New York, Stuart Weitzman was built by unconventional entrepreneurs and unexpected solutions, so when we say we believe in dreams, we mean we believe in making them happen. We're always on a journey to becoming our best, but you can count on this: Here, your voice is valued, your ambitions are supported, and your work is recognized.

A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.

Primary Purpose

The Manager, Organization Management & Reporting oversees all aspects of organization and people data in the Workday system (launching April 2026) for North America and EMEAI regions. They are responsible for data integrity, accuracy and compliance with the global data governance framework. Working as part of the global People Operations team, they ensure the data management framework and strategies reflect regional needs and identify optimization through global alignment. The Manager will collaborate internally across the HR team and externally with our third-party HR Service Delivery provider to manage the successful execution of our core organizational data processes. As a Workday superuser, the manager will support regional reporting and partner closely with the Global People Data & Analytics team to deliver people data to the business that enables insights and data informed decision-making.

The successful individual will leverage their proficiency to...

Data Architecture, Maintenance Guideline, Governance and Privacy (15%)

• Possess deep knowledge of organization and people data including but not limited to organizational structures and job architecture. Partner closely with Regional People Operations leaders to uphold organizational and people data guidelines are upheld, while actively elevating regional perspectives and nuances when global guiding principles are being designed.
• Lead the compliance and implementation of regional people data privacy and retention policies in HR platforms. Own the regional data protection strategy including policies, procedures and standards, ensuring adherence to relevant regulations (e.g. CPRA, GDPR, etc.), and working closely with cross-functional teams to identify and mitigate risks related to data management.
• Create regional data maintenance guidelines based on global directions and regional specifics (e.g. position management, Hire data, etc)

Organizational Data Execution & Maintenance (25%)

• Maintain accurate organizational structures (Supervisory Org, Matrix Supervisory Org, Locations, Cost Centers, Departments, Legal Entities) and support the efficient and effective execution of all levels of organization change from reorganizations to M&A working in partnership with regional/global business stakeholders.
• Own and govern key operational data maintenance processes which require functional expert and business context (e.g. create job profile, create position, etc.). Ensure each key object (e.g. position, job profile, location, etc.) has the correct attributes by creating relevant governance mechanisms (e.g. position title, business title, location name, etc.)
• Tier 3 escalation point to troubleshoot and resolve all regional data requests and issues

Checks, Audits and Measurements (25%)

• Partner across HR to design processes and the use of automation in Workday to enable controls and data validation rules that prevent upstream data issues that cause downstream errors.
• Design and lead data audits in Workday in partnership with People Data & Analytics; Educate, train and monitor TPS to manage and execute these audits on a regular basis
• Create measures to help quantify and monitoring of data accuracy within Workday.

Data Reporting & Insights (25%)

• Execute regional reporting, where users are unable to self-service, of all types (programmatic, compliance and ad-hoc) and across HR platforms including Workday and Time & Attendance (T&A)
• Partner with People Data & Analytics to ensure regional adoption of global people analytics solutions
• Provide training and support for regional adoption to data dashboards and reports which support key insights to support key decision making.

Continuous System Improvements and Trainings (10%)

• Collaborate with HRTS teams to implement system changes or enhancements to drive continuous process improvements, which involves participating in testing and validation of system updates.
• Provide training and support for regional adoption to data dashboards and reports which support key insights to support key decision making.

An outstanding professional will have...

• Preferred Education: Bachelor's Degree or equivalent work experience
• Experience: Minimum 5 years of experience in HR data and reporting with a combination of operations and project experience. Expertise in a global HCM environment (Workday preferred).
• Ownership & Process-driven Mindset: Strong ownership and accountability of people data, processes, and governance. Process management mindset with the ability to influence outcomes.
• Analytical Skills: Proficient in data analysis and reporting for informed decision-making and process improvement.
• Communication: Strong stakeholder management and excellent communication skills.

Our Competencies for All Employees

• Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
• Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
• Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
• Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
• Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
• Perseverance: Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.
• Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty.

Our Competencies for All People Managers

• Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
• Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
• Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

Tapestry, Inc. is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the