HRBP Specialist (Commercial & Marketing)

ABOUT COTY

Coty is one of the world’s largest beauty companies, with an iconic portfolio of fragrance, color cosmetics, skincare, and body care brands. At Coty, we celebrate and nurture a culture of kindness. That’s why we are proud to be an equal opportunity employer.

We believe that beauty lies in diversity and are committed to continuing to build an environment where all talents can thrive. We deeply value the unique contributions each individual brings to our team. As part of our commitment to inclusion, all profiles are welcome.

ABOUT THE ROLE

The HR Business Partner Specialist supports the Commercial and Marketing teams, partnering with leaders to implement the people agenda and translate business priorities into practical HR actions.

Reporting to the HR Business Partner Manager, this role combines close partnership with internal stakeholders, data analysis and disciplined execution of people processes to support consistent decision making, talent development, engagement and organizational effectiveness.

The role works closely with HR Centers of Expertise and HR Operations to deliver integrated solutions, support leaders through organizational change and ensure consistent application of HR policies and practices.

RESPONSIBILITIES

1. Business Partnering and Business Support

• Build strong relationships with leaders and develop a clear understanding of the priorities, challenges and dynamics of the Commercial and Marketing teams.
• Support the execution of the people plan, connecting business needs with relevant HR processes and solutions.
• Advise managers on people management, organizational matters, performance, development, employee engagement and employee relations.
• Identify people risks and opportunities, recommend alternatives and follow through on agreed actions.

2. Talent, Performance and Development

• Coordinate goal setting, performance reviews, calibration, talent reviews and succession planning with leaders, ensuring accurate information and timely completion.
• Support the identification of critical roles, key talent and successors, and monitor development and retention plans.
• Contribute to individual and team development plans in partnership with leaders and HR specialists.
• Track internal mobility, retention, diversity, engagement and development indicators, translating data into actionable recommendations.

3. Organization, Change and Culture

• Support organizational structure reviews, workforce sizing, job descriptions and organizational changes, preparing data and recommendations to inform decisions.
• Contribute to change management, culture, communication and engagement initiatives, supporting leaders in adopting new behaviors and ways of working.
• Partner with Talent Acquisition, Compensation & Benefits, Learning & Development, Employee Relations and HR Operations to deliver integrated solutions.
• Ensure consistent application of HR policies, processes and guidelines in accordance with applicable legislation and agreements.

4. HR Data, Processes and Projects

• Prepare analyses, presentations and supporting materials for people forums and leadership decisions.
• Monitor HR indicators, identify trends and recommend improvements based on data.
• Participate in local and regional HR projects, coordinating work plans, stakeholders, risks, timelines and deliverables.
• Maintain accurate records and documentation for assigned processes, ensuring confidentiality and compliance.

REQUIREMENTS AND QUALIFICATIONS

• Bachelor’s degree in Business Administration, Psychology, Human Resources or a related field.
• Solid experience in Human Resources, preferably as an HR Business Partner or in a generalist role with direct exposure to business teams.
• Experience coordinating performance, talent, succession, development and engagement cycles.
• Sound knowledge of core HR processes, including compensation, recruitment and employee engagement.
• Strong analytical skills, with the ability to interpret indicators, identify root causes and develop clear recommendations.
• Knowledge of organizational structure, change management fundamentals and labor legislation.
• Strong project management, organizational and executive presentation skills.
• Proficiency in Excel and PowerPoint; familiarity with HR systems and people analytics tools.
• Business understanding and a strong service orientation toward internal stakeholders.
• Clear communication, active listening and influencing skills.
• Ability to prioritize, work autonomously and execute with discipline.
• Collaboration, adaptability and the ability to work in a dynamic, matrix environment.
• Discretion, sound judgment and accountability when handling confidential information.
• Advanced English; Spanish is desirable.

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