The Junior Workplace Experience Manager plays a key role in delivering a world-class experience for employees and guests at PUMA North America’s Headquarters in Somerville, MA. Acting as the welcoming face of the brand, this position serves as the first point of contact for employees and visitors ensuring every interaction reflects PUMA’s culture, energy, and values.

This role is central to creating a vibrant and engaging workplace environment, with a strong focus on employee experience, culture activation, wellness, and best-in-class workplace. The Junior Workplace Experience Manager supports both the day-to-day flow of the headquarters and the broader cultural initiatives that bring the workplace to life, helping to foster connection, engagement, and a sense of community across the building.

• Welcome employees, guests, and visitors into PUMA Headquarters creating a consistently positive, high-energy first impression
• Act as the “connector of the building,” helping people navigate the space, understand how things work, and plug into everything happening across the site
• Champion culture every day - finding opportunities to improve connection, engagement, and the overall employee experience
• Own the front desk experience end-to-end, from greeting visitors to keeping the flow of the lobby running smoothly
• Support the behind-the-scenes that keeps the workplace running - from catering coordination and invoice support to day-to-day Central Services needs
• Planning and supporting employee events, activations, wellness moments, and engagement experiences that bring people together and make the workplace feel vibrant and connected
• Partner closely with Director Central Services to manage access control, ensuring employees and guests have safe, seamless entry into the building
• Create engaging communications that keep employees informed, excited, and connected to what’s happening across the business, including events, announcements, and Workplace Experience initiatives
• Support the daily operations of the Barista Bar and Pantry program to create an inviting, energizing environment
• Coordinate employee volunteerism, community service, and engagement opportunities that strengthen PUMA’s connection to the Somerville community
• Engage with employees through conversations, surveys, and regular touchpoints to understand needs, gather feedback, and continuously evolve Workplace Experience programming to create a worldclass workplace
• Manage and maintain the Central Services and Workplace Experience SharePoint sites, ensuring employees have accurate, timely, and easily accessible information and resources
• Jump in wherever needed - supporting special projects and bringing ideas to life as priorities evolve
• Serve on the Emergency Response Team as a designated Safety Captain

• High School Diploma required with approx. 2 years of experience in a hospitality or front facing administrative role
• Event planning and event execution experience highly desirable
• Demonstrating technical knowledge and proficiency in AppSpace, Canva, Microsoft Office Suite and social media tools
• Excellent communication and customer service skills
• Ability to multitask and manage multiple priorities
• Role requires in-person/on-site work; occasional after hour event support required

The hiring range base pay for this position is $51,800-$68,905 + Bonus + Benefits

(Benefit Summary Corporate) 

Pay may vary depending on job-related knowledge, skills, and experience.

• Own and drive global People Expense (PEX) management, including planning, steering, analysis, and optimization
• Ensure compliance with global regulatory and statutory HR requirements, including pay transparency, ESG, and CSRD-related obligations
• Lead HR input for corporate reporting, including Annual Report, CSRD, Sustainability, and further Integrated Reports
• Lead and contribute to global rewards-related projects (compensation, benefits, governance, reporting initiatives)
• Own and enhance global people cost and ESG related HR reporting
• Translate data into insights, storytelling, and actionable recommendations for senior leadership.

• University degree in Business Administration, HR, Finance, Economics, or a related field
• At least 7 years of experience in HR Rewards, HR Controlling or HR Reporting in a global corporate function
• Strong knowledge and passion for people cost management, regulatory HR requirements (ESG/CSRD) and corporate reporting
• Excellent analytical and conceptual abilities with a strong business mindset
• Proven experience in managing complex projects and global stakeholders
• Confident communicator with strong presentation skills at senior management level
• Fluent English language skills are required, German is an advantage.

Collaboration & Operations

• Foster strong, collaborative relationships within the HR Team to ensure consistent and effective HR operations.
• Act as the primary HR business partner for Retail teams (and Wholesale where applicable), managing day‑to‑day HR operations and administrative activities.
• Ensure HR queries and issues are handled accurately, consistently, and in a timely manner, maintaining high standards of service delivery.
• Maintain comprehensive and accurate employee records, ensuring full compliance with GDPR requirements.
• Ensure job descriptions are regularly reviewed, up to date, signed, and securely stored in Workday.
• Facilitate staff changes, recruitment approvals, and offer confirmations in line with internal governance.
• Ensure employment contracts, variations, and all onboarding paperwork are completed, signed, and processed correctly, including right‑to‑work and reference checks.
• Monitor sickness absence and attendance trends, applying company procedures and updating Workday accurately, while partnering with managers to address concerns proactively.
• Build strong working relationships with stakeholders across Retail and Distribution, demonstrating professionalism and integrity at all times.
• Identify and implement opportunities for digitalisation, automation, and process improvement within HR operations.
• Keep up to date with changes in employment legislation and HR best practice, ensuring policies and guidance remain compliant.
• Maintain a strong working knowledge of Time & Attendance and Payroll processes, including the ability to run payroll using Equator and support pay‑related queries.

Employee Engagement, Wellbeing & Retention

• Visit retail stores regularly to maintain visibility, build trust, and proactively engage with managers and employees.
• Analyse engagement data, turnover trends, and feedback to identify themes, best practices, and opportunities for improvement.
• Partner with managers to implement initiatives that enhance employee engagement, wellbeing, and retention within retail teams.
• Support and promote continuous learning, skills development, and career progression initiatives across the retail population.

Performance Management & Employee Relations

• Coach and support managers and employees through the full performance management lifecycle, ensuring expectations are clear and outcomes are documented and actionable.
• Advise line managers on employee relations matters, including disciplinary, grievance, capability, and absence management cases, ensuring fair and consistent application of policy.
• Support investigative and formal HR processes, providing guidance in line with employment law and company values.

Onboarding, Offboarding & Recruitment

• Train and support hiring managers on the end‑to‑end recruitment process, ensuring consistent use of recruitment tools, training videos, and surveys.
• Assist with recruitment activity, including candidate shortlisting, interviews, and the preparation and issuing of employment offers and contracts.
• Maintain accurate recruitment and employee lifecycle data in Workday.
• Coordinate effective onboarding activities to ensure a positive new‑starter experience across retail and distribution locations.
• Keep the P&O Induction Handbook and all policy and procedure documentation current and accessible.
• Manage the offboarding process, including system updates, return of PUMA property, and the completion of exit interviews, using insights to support retention strategies.

HR Platforms & Systems

• Establish effective communication methods for employees without access to puma.com email, ensuring consistent messaging across the retail population.
• Create, update, and maintain clear and engaging YOU@PUMA communications.
• Ensure Workday data integrity, accuracy, and timely updates across all employee lifecycle events.
• Manage and support employee benefits administration via Benefits@PUMA, including an understanding of salary sacrifice arrangements.

• Minimum 3 years’ experience as an HR Advisor or HR Business Partner, ideally within retail or multi-site environments.
• Confident supporting line managers and building strong working relationships across different levels.
• Solid experience handling ER cases end‑to‑end with a good understanding of UK employment law.
• Strong organisational skills with the ability to manage high volumes of activity in a fast-paced setting.
• Comfortable analysing HR data (e.g., absence, turnover, engagement) to inform decision-making.
• Clear, professional communicator with the ability to influence and coach managers effectively.
• Hands‑on, adaptable, and comfortable working across multiple stores and stakeholders.
• Ability to handle sensitive data with discretion and confidentiality.
• Proactive, solution-oriented, and adaptable to a fast-paced environment.
• A mindset focused on improving processes, efficiency, and employee experience.
• Experience using HR systems (e.g., Workday) and supporting payroll/time & attendance processes is advantageous.
• Expertise in employment law and HR best practices.
• CIPD Level 3 or higher.

Reports to: Senior Manager HR (Retail South & West)

Position Summary: The Retail HR role partners closely with retail operations to support people-related initiatives across stores. The role focuses on driving hiring, employee engagement, capability development, and compliance while building a strong connect with store teams and supporting the overall employee experience in the region.

Key Objectives:

• Manage the end-to-end employee lifecycle for retail employees including recruitment, onboarding, engagement initiatives, training and development, and exit interviews.

• Drive hiring across retail stores by identifying and leveraging both internal and external recruitment sources to ensure timely closure of open positions.

• Partner with retail operations stakeholders and store managers to understand manpower requirements and support people-related decisions across stores.

• Assess behavioural and capability development needs of store employees and coordinate relevant training programs with internal or external trainers.

• Plan and manage the monthly employee engagement calendar across stores to strengthen employee connect and morale.

• Coordinate and ensure timely and accurate submission of payroll inputs for retail employees.

• Conduct regular store visits to interact with employees, gather feedback, understand on-ground challenges, and support resolution of employee concerns.

• Track attrition trends and employee feedback across stores and work with business leaders to drive retention and employee experience initiatives.

• Ensure effective implementation of company policies across stores and monitor compliance with statutory requirements, including maintenance of statutory registers and documentation.

• Actively participate in various company forums and people initiatives within the organization.

Eligibility Criteria And Functional  Competencies Required:

• MBA / PGDM students specializing in HR or related fields.

• 2–4 years of HR experience, preferably in retail, hospitality, or other customer-facing industries.

• Prior experience in managing store hiring, employee engagement, and HR operations will be an advantage.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.

Location: Mumbai (In office)

• Support sourcing and coordination for hiring of retail stores across the west region.

• Screen profiles and coordinate interviews with candidates and hiring managers.

• Maintain recruitment trackers and provide regular updates on open positions and closures.

• Assist in onboarding coordination for new joiners including documentation and joining formalities.

• Support the team in maintaining employee data and HR trackers.

• Assist in planning and executing employee engagement activities across stores in the region.

• Help collate HR data and reports related to hiring, attrition, and manpower updates.

• Provide coordination and administrative support for ongoing P&O initiatives and projects.

• MBA / PGDM students specializing in HR or related fields.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.

The Senior HR Business Partner reports to the Senior Director HR and serves as a strategic partner and end‑to‑end owner of the full employee lifecycle for designated business groups. This role builds strong relationships with leaders, drives talent, advises on organizational design, and ensures an exceptional employee experience. The HR Business Partner provides expert guidance in employee relations, talent management, learning, and workforce planning. Acting as a proactive, solutions‑focused partner, the Senior HR Business Partner helps shape a high‑performing team and a future‑ready organization.

• Serve as a strategic, end‑to‑end HR partner by owning the full employee lifecycle for assigned business groups—covering attraction, onboarding, development, performance, engagement, and transition
• Build strong relationships with key stakeholders and leaders for responsible corporate teams
• Translate global HR strategy and CoE standards into regional priorities and plans
• Provide effective, creative, and objective employee relations support through coaching, policy interpretation, progressive disciplinary action, and incident investigation
• Guide managers through the talent management process to ensure consistency, clarity, and achievable action plans
• Identify learning opportunities for employees to offer ongoing development
• Support respective functional teams with headcount planning and recruiting
• Analyze HR metrics to assess and communicate the effectiveness of people management practices including talent management, recruiting, employee relations, retention and turnover
• Oversee immigration cases; visa, PERM and renewals in partnership with external legal counsel.
• Ensure compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common regulations and legal resources; contribute to the development of compliance components of policies and programs
• Participate in HR projects related to employee experience, organizational effectiveness, and process improvement

• Bachelor’s degree in Business, Human Resources, or a related field (or equivalent combination of experience)
• Minimum 8+ years of progressive HR experience across multiple disciplines like workforce planning, talent acquisition, talent management and career development
• Demonstrated experience in supporting organizational design, transformation and change management
• Strong knowledge of US and Canada labor law and HR best practices
• Exceptional relationship‑building skills with the ability to influence, coach, and partner at all levels using a collaborative and empathetic approach
• High level of business and people acumen, with the ability to diagnose needs, recommend solutions, and drive outcomes
• Outstanding communication skills required
• Detail‑oriented with strong analytical, problem‑solving, and decision‑making skills
• Thrives in fast-moving, dynamic environments; capable of managing multiple priorities while delivering high-quality results
• Self-starter with proven ability to work independently
• Results-oriented and comfortable working within tight timeframes and evolving business expectations

The hiring range base pay for this position is $86,600-$122,900 + Bonus + Benefits

(Benefit Summary Corporate) 

Pay may vary depending on job-related knowledge, skills, and experience.

Reports to: Senior Manager HR (Retail North & East)

Position Summary: The Retail HR role partners closely with retail operations to support people-related initiatives across stores. The role focuses on driving hiring, employee engagement, capability development, and compliance while building a strong connect with store teams and supporting the overall employee experience in the region.

Key Objectives:

• Manage the end-to-end employee lifecycle for retail employees including recruitment, onboarding, engagement initiatives, training and development, and exit interviews.

• Drive hiring across retail stores by identifying and leveraging both internal and external recruitment sources to ensure timely closure of open positions.

• Partner with retail operations stakeholders and store managers to understand manpower requirements and support people-related decisions across stores.

• Assess behavioral and capability development needs of store employees and coordinate relevant training programs with internal or external trainers.

• Plan and manage the monthly employee engagement calendar across stores to strengthen employee connect and morale.

• Coordinate and ensure timely and accurate submission of payroll inputs for retail employees.

• Conduct regular store visits to interact with employees, gather feedback, understand on-ground challenges, and support resolution of employee concerns.

• Track attrition trends and employee feedback across stores and work with business leaders to drive retention and employee experience initiatives.

• Ensure effective implementation of company policies across stores and monitor compliance with statutory requirements, including maintenance of statutory registers and documentation.

• Actively participate in various company forums and people initiatives within the organization.

Eligibility Criteria And Functional  Competencies Required:

• MBA / PGDM students specializing in HR or related fields.

• 2–4 years of HR experience, preferably in retail, hospitality, or other customer-facing industries.

• Prior experience in managing store hiring, employee engagement, and HR operations will be an advantage.

• Good communication and coordination skills.

• Working knowledge of MS Excel and PowerPoint.

• Ability to manage multiple tasks and work with multiple stakeholders.