HR Business Partner (Diesel)

Diesel has long been a leading pioneer in denim and casual fashion, known for moving outside and ahead of trends in its industry. While retaining always its DNA, in recent years Diesel has evolved into the world of premium casual wear, becoming a true alternative to the established luxury market. Diesel is a truly worldwide organization. It is present in more than 80 countries with 5,000 points of sale, including more than 400 company owned stores.

This role provides HR management and generalist support for the all US Retail employees across Diesel North America. As a key leader on the HR team, the HRBP will build collaborative partnerships and provide outstanding customer service to our stores across all levels. This is a hands-on, solution oriented role that helps drive business results by ensuring our ability to attract, engage, and develop the best talent across the brands and group.  This individual will report to the Sr. Manager, HRBP based in New York.


Business Partnerships

  • Provide training and coaching to leadership, managers and associates on all aspects of performance, associate development, and policies and procedures interpretation across retail.
  • Provide timely information and/or education for retail leadership on critical/emerging HR issues having potential impact to the business.
  • Ensures legal compliance requirements are implemented and monitored where required.
  • Partner with retail leadership to determine staffing needs and requirements, to support in the optimization of organizational functions within the business.
  • Maintain strict levels of confidentiality with regard to all areas of the business with specific reference to personal details of employees, salaries and commercial information.
  • Understand the retail business as a whole, be proactive and support managers and employees.
  • Conduct check-in meetings with employees to gather feedback regarding their work experiences.
  • Facilitate touch bases with business leaders to review succession planning, promotions, job changes, new open roles, employee relations issues and leaves of absence.
  • Participate in strategic projects regarding talent strategy, culture and change management.
  • Consistently assess HR processes and services and recommend solutions for improvement.


Policies and Procedures

  • To ensure all existing policies, and newly created ones, are communicated to all employees, so the benefits may be understood and the procedure is clear to follow.
  • Collaborate on projects and updating policies when required.
  • To review and propose changes to employee manuals and policy manuals, and implement any changes as required by law or otherwise.


Employee Development & Performance Management 

  • Lead HR SM Orientation to new Store Managers; lead all employee HR Orientation during new store openings via market visit
  • Promote HR Training initiatives for the retail population.
  • Partner with Managers & Retail VP to assess talent and identify opportunities to strengthen the organization through skill-building, recruitment and mobility.
  • Manage the Continuous Feedback & Performance Management process.
  • Manage all communication & training of employees & managers on annual Performance Management process.
  • Identify training needs through different methods including performance reviews, store visits, feedback and store and retail management requests.
  • To ensure all retail employees receive a 30/60/90 day review and follow up training if necessary


Talent Acquisition

  • In partnership with the Manager of Talent Acquisition, devise and support the necessary recruitment and selection processes, either in-house or outsourced.
  • Provide full cycle recruitment support for retail exempt positions and secondary support for  nonexempt positions; liaise with managers on temporary staffing needs.
  • Ensure that Job Descriptions are accurate and updated.
  • Screen candidates as part of the interview process as necessary.
  • Visit markets and partner Retail VP & Store Managers on the ground to recruit & competitively shop the talent market.
  • Manage communication & timeline of new store openings in partnership with Retail VP to support recruitment calendar.


Employee Relations

  • Coach store management through performance counseling process and review all written documentation. 
  • Advise on employment policy and procedure questions related internal policies and employment law.
  • Provide confidential advice and support to all employees on any employment issues, including terminations.
  • Conduct internal investigations in a timely manner and create and properly store detailed documentation.
  • Coach and educate managers in HR skills such as managerial/supervisory, interpersonal communication, organizational assessment, performance management, employee development, conflict resolution.



  • Conduct exit interviews for retail leadership employees.
  • Ensure retail network is compliant with all FLSA & DOL changes and ensure appropriate communication/partnership with leadership.
  • Review and propose changes to employee manuals implement any changes as required by law or otherwise.
  • Keeps abreast of legislation changes ahead of time to be proactive in support to planning.
  • Partner with HR Controlling during budget process (revisions, reports, etc).
  • Provide HR policy guidance and interpretation to all employees.
  • Understand the core elements of our benefits programs and support administration as needed.




  • 4 year degress in HR or related field, or equivalent combination of education and experience
  • 3-5+ years HR experience and passion for the profession, Retail experience a must (luxury a plus)
  • Strong employee relations & conflict management skills; ability to provide practical guidance & solutions
  • Ability to handle multiple priorities in a fast-paced, multi-dimensional environment
  • Ability to work successfully in an international environment
  • Extremely detail oriented, highly organized and prioritizes tasks effectively.
  • Excellent written and verbal communication skills
  • Ability to interact with all levels of the organization
  • Strong time management and follow through
  • Ability to travel up to 25% of the time
  • Advanced computer skills (Outlook, Word, Excel, PowerPoint)


#DSL #LI-AR #LI-Hybrid

Salary Range $90,000-$110,000 


New York, US

Employment Type:  Full time
Function:  Human Resources
Seniority:  Expert