Position Overview

The Manager, People Business Partner will be responsible for the management and execution of People & Development programs in support of the Brand and Product teams at Ralph Lauren. Due to the high visibility and partnership to multiple Global Leadership Team members, it is critical that this individual is a trusted business partner to both the functional Business Partners and the People community. This role will professionally oversee the implementation of company and departmental People programs, talent management, employee relations and performance management for all assigned functional areas.

Essential Duties & Responsibilities

Strategic Business Partner

• Performs comprehensive People functions ensuring alignment with business initiatives.
• Exhibits a strong customer-focused approach in order to build alliances with management, consult and develop strategies regarding talent, staffing, management and leadership programs and organization development.
• Consistent partnership with Corporate Finance partners to ensure budget consistency and cooperation during corporate and departmental costing initiatives.
• Own and maintain updated employee, Oth and freelance tracker and strategically manage requests
• Prepares and analyzes reports as needed, monitoring key activities, data and metrics
• Partner closely with internal People partners and develop strategic relationships with compensation, organizational management
• Partner with business leads on strategic org design to building and maintain business functions that and increase effectiveness and functionality, removing barriers internally and remaining competitive externally

Employee Relations

• Advises and guides managers on employee relations issues in accordance with Company policy, best practice and statutory requirements. This includes direction on corrective actions, performance improvement process, and termination to ensure appropriate steps and consistency.
• Conducts investigations in cooperation with Global People Practices when employee complaints or concerns are brought forth.
• Provides mediation for associate and management who are at an impasse due to misunderstanding or miscommunication. Escalates when needed.
• Extremely responsive to questions pertaining to employee policies and procedures. Ability to recognize voids in understanding and proactively implement process, presentation or tool to support population

Performance Management

• Leads performance management process, incorporating the talent review and salary planning, ensuring that deadlines are met and information is communicated to leaders in a timely manner once approvals are received.
• Encourages a high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
• Talent Management/Onboarding and Off boarding
• Performs new hire and exit interviews to assist supervisors with the on-boarding and separation processes and determine and make recommendations regarding improvement objectives.
• Partners with the Talent Acquisition team to recruit and build a high performing team for the organization.
• Ensures that appropriate job descriptions & Jobs at a Glance are in place, and that the integrity of recruiting processes and standards for hiring remain at the highest level.
• Ensures leaders have tools & partnership in building on-boarding of new hires which is consistent with Ralph Lauren policies and methodology.
• Actively involved in internal recruitment process. Ability to recognize internal paths for development and partner with key business members to encourage internal movement.

Employee Engagement

• Proactive in implementing new, systematic processes as it relates to Talent Management, Compensation, Benefits, Orientation/On-Boarding and Performance Management procedures and processes. Drives process improvement initiatives, both day to day and project-specific, making recommendations regarding new approaches, policies or procedures.
• Drives initiatives aimed at creating, effectively managing, valuing, retaining, and leveraging a diverse workforce.
• Develops, administers and maintains programs, procedures, and guidelines to help align the workforce with the strategic goals of the business.
• Assesses organization to determine gaps and identify training needs in conjunction with line managers, and plans appropriate activities against these needs, partnering with the Talent Development team for the selection and contracting of internal and/or external programs and consultants, while managing costs within the budget.