Manager, Business Partner - RLS NA, East

Manager, People Business Partner - RLS NA, East

#: W172329

Department:
Human Resources

Location:

Nutley, New Jersey, United States

Workspace Description

Pay Range: The pay range for this job is $65,000 - $129,225 annually; actual pay is dependent on experience and geographic location.

Benefits: Base pay is only one part of our employee value proposition, which includes a robust benefits package, above-market time off, hybrid working arrangements, incentive compensation, where applicable, and varied learning opportunities.

Company Description

Ralph Lauren Corporation (NYSE:

RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren s reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company s brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world s most widely recognized families of consumer brands.

At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through:
Talent, Education & Communication, Employee Groups and Celebration.

Manager People Partnerships, Ralph Lauren Stores - East is responsible for supporting the strategic execution of People (Human Resource) programs by fostering productive cross-functional relationships with internal and cross-functional partners as well as leading end-to-end employee investigations and providing day to day employee relations support. Teamwork, relationship management, effective communication, coaching, and problem solving are critical aspects of this role.

• Talent Acquisition & Onboarding: Partner with the Line Manager to support the selection & hiring process for General Manager and Assistant Manager positions.
• Provide feedback and recommendations regarding candidate profiles and insight into market trends to support in the attraction and retention of high caliber talent.
• Ensure consistent use of interview tools and networking best practices.
• Support in New Store Opening projects, when needed.
• Ensure a consistent and successful onboarding employee experience for all levels.
• Partner on onboarding plans with Senior District Director and Learning & Development.

• Talent Acquisition & Onboarding (continued):
  Partner with the Line Manager to support the selection & hiring process for General Manager and Assistant Manager positions.
• Provide feedback and recommendations regarding candidate profiles and insight into market trends to support in the attraction and retention of high caliber talent.
• Ensure consistent use of interview tools and networking best practices.
• Support in New Store Opening projects, when needed.
• Ensure a consistent and successful onboarding employee experience for all levels.
• Partner on onboarding plans with Senior District Director and Learning & Development.

• Employee Engagement & Retention:
  Actively identify and seek to resolve drivers of employee turnover and implement best practices to retain top talent.
• Advocate for initiatives that will positively impact the employee population.
• Support the field population with talent initiatives that drive employee enablement and engagement, including diversity and inclusion committees, communities of interest, and other Ralph Lauren talent experience programs.

• Talent and Performance Management:
  Drive and manage the Annual Performance Management (Pathway to Growth) Cycle, leading performance rating calibration with field leadership team.
• Executive Talent Review process and provide strategic guidance and recommendations for employee development, succession planning, and retention of high potential talent. Ensure District Leaders are leveraging tools and resources for talent planning and provide recommendations on talent gaps and succession plans.

• Employee Relations:
  Support, coach and advise leadership with all employee relations and performance management matters.
• Manage conflict resolution, complaints and conduct investigations for timely resolution. Make recommendations and partner with the Global People Practices and Legal teams ensuring consistency with organizational policy, practice and local regulations.
• Analyze store trends, data and lead proactively to resolve disputes. Conduct climate surveys across the region when appropriate.

• Change Management and Project Management:
  Coach employees through change and encourage adaptive behaviors to ensure individual and team success.
• Lead People functional projects and business-related projects, as required.

• Learning & Development:
  Partner with the Learning &…