BD Manager

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last-for you to be yourself in.

Coach is part of the Tapestry portfolio - a global house of brands committed to stretching what’s possible.

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. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity.

Key Responsibilities

Strategic BD & Portfolio Growth

• Develop a forward-looking BD strategy and opportunity pipeline aligned with Coach Korea’s growth ambitions, brand priorities, and long-term portfolio needs.
• Secure high-potential opportunities for new store openings, renovations, and relocations through proactive market planning and early engagement with priority landlords.

Strategic Account & Landlord Management

• Build trusted, strategic relationships with department store merchandising teams and landlords to strengthen Coach Korea’s positioning and gain early access to key opportunities.
• Lead discussions on store location, floor positioning, commercial terms, project scope, and partnership opportunities in alignment with business and brand priorities.

Opportunity Assessment & Investment Planning

• Evaluate opportunities based on market and customer potential, competitive context, store productivity, brand impact, commercial terms, investment requirements, and execution feasibility.
• Prepare financial calculations and investment cases, including sales projections, CAPEX, rent and occupancy costs, key assumptions, and expected returns, to support disciplined decision-making.

Cross-Functional Project Leadership & Governance

• Lead each BD project through defined stages, from opportunity assessment and feasibility to internal alignment, global approval, design and construction, store opening, and post-opening review.
• Maintain the BD tracker as the central governance tool for milestones, owners, dependencies, decisions, risks, and actions; actively mobilize Multi-Functional teams and drive timely follow-through at every stage.
• Coordinate with Multi-Functional teams to develop project cover sheets, brief decks, and Global Store Development (GSD) approval decks, ensuring materials are complete, financially sound, and decision-ready.

Post-Opening Performance & Strategic Learning

• Review new, renovated, and relocated store performance against approved business cases and targets, including sales, traffic, customer profile, productivity, and investment outcomes.
• Translate post-opening insights into portfolio recommendations, improved financial assumptions, and stronger future BD strategies and opportunity assessments.

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 their 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 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 the 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.

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