Senior Manager, Social Compliance

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 and Kate Spade New York - 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.
The successful individual will leverage their proficiency to...

• Manage the company's supplier Social Compliance framework, including audit protocols, remediation processes, and underlying tools.
• Engage and Support suppliers in complying with labor rights, human rights, and anti-corruption standards.
• Develop and continuously improve audit methodologies, standards, and scoring systems aligned to internal policies and external benchmarks.

More specifically, the Senior Manager will focus on the following key areas:
Audit Program Management

• Manage the execution of annual social audits globally through third-party firms.
• Define audit cadence, scheduling process, and follow-up protocols.
• Support onboarding risk assessments for new suppliers and initial audits.
• Review audit reports and communicate results to suppliers and sourcing teams.
• Track and analyze audit findings to identify trends, emerging risks, or repeat violations.
• Serve as Account liaison to 3rd party audit firms (LRQA, etc)
• Manage quality of third-party audit firm and auditors delivery.

Remediation & Corrective Action Oversight

• Manage corrective action plan (CAP) with suppliers, following up timely and effective remediation.
• Engage directly with suppliers to ensure remediation of labor violations (e.g., excessive hours, health and safety violations, or unsafe working conditions).
• Escalate severe or systemic issues to Sr. Director, Responsible Sourcing and Sourcing teams with clear risk assessments and suggested approach.

Data Management & Reporting

• Maintain centralized audit database (TrusTrace) and KPIs on social compliance performance.
• Analyze and prepare reports on non-compliance rates, remediation timelines, and audit coverage for internal and external stakeholders.
• Ensure transparency in reporting and communication of compliance activities.

• Responsible for accurate supplier data collection, analysis, and reporting (social compliance, etc.) to support Tapestry's public reporting and disclosure requirements.
• Support disclosures to external raters/rankers, or internal ESG reporting frameworks.
• Research, assess, and implement industry best practices around supply chain social compliance issues, trends, and regulatory and certification requirements.

Supplier Training & Capability Building

• In partnership with Sr. Director, Responsible Sourcing, develop and roll out social compliance training for suppliers and internal teams.
• Support the integration of grievance mechanisms and worker engagement tools at the factory level.
• Enforce Tapestry's Supplier Code of Conduct across the value chain for vendors we procure products and services, including contractors, joint venture partners and suppliers of goods and services.

Collaboration & Stakeholder Engagement

• Partner with internal stakeholders (i.e. sourcing, legal, etc.) to embed social compliance in operations, drive the success of the program, and contribute to broader Tapestry ESG goals.
• Engage with multi-stakeholder initiatives (e.g. BetterWork).
• Support on investigations and response to stakeholder inquiries, in partnership with Sr. Director, Responsible Sourcing, on supply chain labor practices, especially in high-risk regions or categories.

Leadership & Talent Development

• Lead and coach the social responsibility team to deliver strong performance and support company goals.
• Build team capabilities through ongoing feedback, training, and development opportunities.
• Oversee hiring, workload planning, and career growth to ensure the team is set up for longterm-term success.

The accomplished individual will possess...

• Experience in social compliance audit and remediation with audit background
• Strong written and verbal communication and presentation skills
• Strong analytical and problem-solving skills.
• Proactive, efficient, and autonomous in prioritization and execution of activities with various degrees of complexity.
• Ability to demonstrate agility and resilience
• Experience leading/influencing individuals/teams

An outstanding professional will have...

• Bachelor's Degree preferred
• 5-7 years' work experience, preferably in social compliance audit and remediation
• Experience working in a matrix environment and/or a global, multi-cultural cross-functional team preferred
• Retail industry experience preferred
• Creativity, outside the box thinking, innovative approach
• Global perspective and experience across geographies
• Strong relationship building and collaboration

Our Competencies for All Employees

• Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
• 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.
• 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.
• 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.
• 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.
• 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.

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 requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law. Visit Tapestry, Inc. at http://www.tapestry.com/