About Us:
We are brand builders who focus our passion and creativity to build Calvin Klein and TOMMY HILFIGER into the most desirable lifestyle brands in the world and at the same time position PVH as one of the best-performing brand groups in our sector. Guided by our values and enabled by our scale and global reach, we are driving fashion forward for good, as one team with one vision and one plan. That’s the Power of Us, that’s the Power of PVH+.
One of PVH’s greatest strengths is our people. Our collective desire is to create a workplace environment where every individual is valued, and every voice is heard, and we are committed to fostering an inclusive and diverse community of associates with a strong sense of belonging. Learn more about Inclusion & Diversity at PVH here.
The Team
Within the People Experience and Services team, our mission is to deliver a seamless and standardized associate experience across EMEA, ensuring alignment with the company’s broader goals of operational excellence and service quality. This position’s team plays a key role in streamlining HR processes, eliminating duplication, and driving consistency across core areas such as Data, Payroll, Talent Acquisition, Associate Lifecycle, and Advisory services. The team works closely with HR Business Partners, the Community of Experts, and the People Strategy team, while also collaborating with global HR, Finance, and Communications to support regional scalability, automation, and associate satisfaction across EMEA.
The Position
As Manager, Health & Wellbeing, you will play a pivotal role in designing and implementing health and wellbeing strategies across the EHQ and broader EMEA region. This role is central to supporting the ER team’s management of sickness and long-term absence cases, as well as driving proactive wellbeing initiatives that reduce risk and improve associate experience. You will act as a subject matter expert in wellbeing, providing guidance to HR and ER partners on complex cases, influencing policy development, and supporting a high-performing, healthy workforce.
Key Responsibilities:
• Wellbeing Strategy Execution: Design and implement health and wellbeing initiatives that align with ER strategy, driving proactive, sustainable health interventions.
• Sickness & Absence Case Management: Lead on complex sickness cases in collaboration with Occupational Health, Legal, and HR Business Partners, ensuring timely, fair, and compliant outcomes.
• Policy & Process Development: Contribute to the development and evolution of wellbeing-related policies and processes across EMEA, with a focus on consistency and legal compliance.
• Stakeholder Collaboration: Act as a key contact for HRBPs and managers, advising on the application of wellbeing principles within ER casework and contributing to cross-functional health strategies.
• Data-Driven Insights: Analyse trends in absence, occupational health referrals, and engagement data to identify risks and inform preventative strategies.
• Education & Awareness: Develop and deliver wellbeing campaigns and manager toolkits that promote mental health, resilience, and psychological safety in the workplace.
• External Partner Management: Manage relationships with external wellbeing providers and occupational health services to ensure high-quality support for employees and value for the business.
• Process Improvement: Identify opportunities to enhance wellbeing and sickness management processes, leveraging feedback, case reviews, and external benchmarking.
• Mentorship & Expertise: Serve as a subject matter expert for less experienced ER colleagues, providing input on complex health-related cases and sharing best practices.
• Support EMEA-Wide Collaboration: Work closely with other ER and HR teams across EMEA to ensure alignment in wellbeing standards, tools, and practices.
Note: Responsibilities include, but are not limited to, those listed above. The role may require additional tasks and duties as assigned to meet the needs of the department and organization.
Measures of Success
• Sickness & Absence Management: Timely and compliant resolution of complex absence cases.
Target: 95% of long-term sickness cases resolved within agreed timelines.
• Health Outcomes & Risk Reduction: Tangible improvements in health-related KPIs (e.g. absence rates, OH referrals). Target: Year-on-year reduction in long-term absence by 10%.
• Stakeholder Satisfaction: Strong engagement from internal partners (HR, ER, Occupational Health). Target: 85%+ satisfaction in ER stakeholder surveys.
• Wellbeing Engagement: Uptake and impact of wellbeing initiatives and tools. Target: Increased participation and awareness across EHQ with positive feedback scores.
• Process & Policy Alignment: Implementation of consistent wellbeing and absence standards across EMEA. Target: 100% alignment of key wellbeing processes across HR and ER teams.
• Compliance & Documentation: High standards of record-keeping and legal compliance in wellbeing-related ER matters. Target: 100% compliance in case audits.
The Ideal Candidate
The ideal candidate is an experienced leader with deep expertise in managing sickness and absence cases, employee wellbeing, and health-related policies, particularly in a corporate environment. The preferred candidate will have demonstrable experience in the following:
• Minimum 5-7 years of experience in Employee Relations, Occupational Health, Wellbeing, or related fields, with expertise in sickness management and wellbeing strategy.
• Strong knowledge of local labor laws and sickness management regulations within EMEA.
• Experience managing long-term sickness cases and providing expert guidance on occupational health assessments.
• Proven ability to develop and update policies related to sickness management and employee wellbeing.
• Exceptional communication and problem-solving skills, with the ability to influence senior stakeholders.
• Experience working with external vendors (e.g., Occupational Health services, wellbeing providers) to ensure quality service delivery.
• Leadership skills, with experience mentoring teams or guiding less experienced colleagues.
• Fluency in English; additional European languages are a plus.
• Experience in retail, fashion, or consumer brands preferred.
At PVH, how we act is as important as what we do. Here are some key behaviors we expect from our people:
ENTERPRISE FIRST – we act in the best interests of PVH and its consumers beyond our own team, brand, region or market.
DRIVE CHANGE – we lead by example and are optimistic about change . We challenge the status quo but fully commit once a decision is made.
CREATE CLARITY – we are diligent in providing context and setting our priorities so we can be productive quickly.
INSPIRE TRUST – we create safe spaces for debate and deliver on what we promise so people can learn to depend on us.
TAKE ACCOUNTABILITY – we focus on work with the biggest business impact and give candid feedback to each other.
Your Wellbeing is Our Priority
In the heart of Amsterdam, PVH is home to the global headquarters of Tommy Hilfiger and the European offices of Calvin Klein.
Wellbeing: exclusive onsite gym and fitness classes, personal training, meditation studio, sports clubs, in-house physio, and receive access to our nutritional and wellbeing programs
Campus: extensive food and beverage offerings, top-notch restaurant, barista coffee bars, sky bar, monthly social events, weekly Thursday drinks, game nights, and campus-themed activities that will keep your social life busy
Be at the forefront: stay closely connected to our brands, CALVIN KLEIN and TOMMY HILFIGER, and be a part of seasonal market launches, sample sales and receive employee discounts!
Check out our Amsterdam Campus here.
PVH Corp. or its subsidiary ("PVH") is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications without regard to race, ethnicity, color, sex, gender identity or expression, age, religion, national origin, citizenship status, sexual orientation, genetic information, physical or mental disability, military status or any other characteristic protected under federal, state or local law. In addition to complying with all applicable laws, PVH is also committed to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential.
