layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

LAYIQ - Manager, Talent Business Partner at YETI

Strategic Talent Partnership
Act as a trusted advisor to senior leaders, aligning talent strategy with business priorities.
Partner with leaders to drive workforce planning, organizational strategy, and talent priorities.
Translate long-term business strategy into proactive talent roadmaps, ensuring the organization has the capabilities, leadership, and structure needed to achieve future growth objectives.
Provide strategic consultation on organizational health, leadership effectiveness, team performance, and talent risks.
Partner with executive leaders to anticipate future capability needs and develop talent strategies that drive business performance.
Organizational Design & Effectiveness
Lead organizational design initiatives including restructures, role clarity efforts, operating model enhancements, and team effectiveness assessments.
Partner with leaders to design scalable organizational structures that support growth and evolving business priorities.
Apply data, talent insights, and external market perspectives to diagnose organizational health and identify opportunities for improvement.
Drive workforce planning and talent review processes that align organizational capabilities with business requirements.
Recommend and implement solutions that improve organizational effectiveness, accountability, and decision-making.
Employee Relations Leadership & Capability Building
Establish and lead the employee relations function within the Talent Business Partner model, creating scalable processes, governance, tools, and standards for employee relations management across the enterprise.
Serve as the senior escalation point for complex employee relations matters, including performance management, workplace concerns, misconduct investigations, policy interpretation, accommodations, conflict resolution, and separation decisions.
Partner closely with Legal, Compliance, and leadership teams to ensure employee relations practices are consistent, compliant, fair, and aligned with YETI's values.
Drive consistent application of employment practices, policies, and manager guidance across supported organizations.
Identify employee relations trends, organizational risks, and systemic issues through data analysis and case management insights, developing proactive solutions to strengthen culture and reduce risk.
Develop frameworks, training programs, and manager toolkits to increase leadership capability in handling performance, conduct, feedback, and workplace matters effectively.
Lead investigations and sensitive workplace matters while maintaining objectivity, confidentiality, and appropriate risk mitigation practices.
Establish service delivery standards, case management processes, and reporting mechanisms to ensure a high-quality and consistent employee experience.
Senior Associate Talent Partner Leadership
Lead, coach, and develop a team of Senior Associate Talent Partners responsible for delivering front-line Talent support across the organization.
Establish clear operating models, roles, responsibilities, and service expectations for the Senior Associate Talent Partner team.
Provide guidance and oversight on employee relations matters, manager consultations, workforce actions, and day-to-day talent support activities.
Build team capabilities through coaching, development planning, and knowledge sharing to ensure consistent execution of Talent practices.
Create scalable intake, triage, and case management processes that enable efficient support to employees and leaders.
Partner with Talent Business Partners to ensure seamless collaboration between strategic talent work and operational employee support.
Monitor team performance, workload allocation, service quality, and key metrics to continuously improve effectiveness and responsiveness.
Drive operational excellence by identifying opportunities to streamline processes, improve manager experiences, and increase organizational capacity.
Transformation & Change Leadership
Lead complex organizational change initiatives, including end-to-end change management planning and execution.
Develop and implement communication strategies that drive understanding, alignment, and adoption.
Guide leaders through periods of growth, transformation, restructuring, and organizational evolution.
Ensure change initiatives are measurable, sustainable, and aligned with long-term business outcomes.
Build organizational readiness and leadership capability to successfully navigate change.
Talent & Leadership Development
Coach and develop leaders to strengthen organizational capability and effectiveness.
Identify, assess, and accelerate top talent while building diverse and robust succession pipelines.
Facilitate talent reviews, succession planning discussions, and leadership development initiatives.
Support leadership teams in building high-performance cultures rooted in accountability, engagement, and inclusion.
Drive talent strategies that improve retention, engagement, capability building, and leadership effectiveness.

Manager, Talent Business Partner

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