Job Abstract

The Senior 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- providing professional and

comprehensive human resource expertise in areas including employee relations, employee engagement,

recruitment and selection and organizational development.

It is critical that this individual has a strong customer-focused approach and has a proven track record of forming

trusted relationships within the People & Development community and the business. This role is a hybrid role

supporting our NYC Corporate Populations.

Office Requirement NJ/NY: 2-3 days a week/8-10 days a month (buildings: Nutley, 650 Madison, and 601)

Strategic Business Partner

· Performs comprehensive People functions ensuring alignment with business initiatives.

· Work with Head of People Partnerships on managing organizational design with the business leadership to optimize talent and team structures across all areas of the business.

· Exhibits a strong customer-focused approach 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, such as People Operations, L&D, DEI, Compensation, Employee Experience.

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 processes, 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.

· Ensures leaders have tools & partnership in building on-boarding of new hires which is consistent with Ralph Lauren policies and methodology.

· Partners with the Talent Acquisition team to recruit and build a high performing team for the organization.

· Ensures that appropriate job descriptions and adherence to career framework are in place, and that the integrity of recruiting processes and standards for hiring remain.

· Actively involved in internal recruitment process. Ability to recognize internal paths for development and partner with key business members to encourage internal movement.

· Manage off-boarding process for exiting employees across all areas of the business and identify trends to drive proactive retention solutions.

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 aimed at promoting 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.

· Conducts presentations and participates in departmental and client group staff meetings and attends other meetings and seminars as needed.

General

· Other duties as assigned; essential duties may change depending on business needs.

· Development and maintenance of internal People team tools and share drives.

· Collaborates with team to maintain and update people portal (Workday), org charts, and employee records in general.

· Provide project management support for special P&D functional projects or business-related projects.

· Collaborate with P&D Associate to maintain and update employee data in system of record.

Experience with all aspects of HR, including performance management, total Compensation, benefits management, employee relations, recruiting, change management, problem resolution, training, and organizational development.

· Knowledge of basic human resources laws, policies, processes, and programs to include FMLA, ADA, FLSA, HIPAA, OSHA, EEO, etc.

· Experience maintaining a positive employee relations environment.

· Strong presentation and communication skills.

· Ability to build and maintain effective working relationships across the organization as well.

· Must be able to prioritize and identify critical projects requiring immediate attention.

· Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur in order to mitigate any operational risks.

· Must be able to maintain a high level of confidentiality at all times.

· Highly proficient in MS Office software, including Outlook, Excel, Word and Power Point.

· Must have the proven ability to consistently and independently follow policies and procedures; written and verbal instruction and meet required schedules and/or deadlines.

· Must have a working knowledge of Human Resources Information Systems (HRIS) (Workday preferred)