Ralph Lauren

Strategic Business Partner

·       Performs comprehensive P&D generalist functions ensuring alignment with business initiatives.

·       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.

·       Partner with business leaders and Corporate Finance on the fiscal strategy for the organization, supporting the activities and work to move the business forward.

·       Oversee the maintenance of employee, OTH and freelance trackers, and strategically manage requests for salary adjustments and new hire requisitions with complete visibility and comfort with existing budgets.

·       Prepares and analyzes reports as needed, monitoring key activities, data and metrics

·       Partner closely with internal P&D partners and develop strategic relationships with compensation, organizational management

·       Partner with business leads on strategic organizational design to build 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.

·       Oversees leaves of absence in partnership with People Assistant.

·       Extremely responsive to questions pertaining to employee policies and procedures. Ability to recognize voids in understanding and proactively implement process, presentation, or tools to support the business.  

Performance Management

·       Leads performance management process, incorporating talent reviews and salary planning, ensuring that deadlines are met, and information is communicated to employees 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.

·       Develop succession planning strategy for corporate talent. Identify, coach, and develop high potential employees.

Talent Management, Onboarding and Out boarding

·       Performs new hire and exit interviews; facilitates on-boarding and separation processes; determines and make recommendations regarding improvements.

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

·       Oversees on-boarding process, with support of People Assistant, and ensures on-boarding of new hires is consistent with Ralph Lauren policies and methodology.

·       Actively involved in internal recruitment process. Ability to recognize internal paths for development, leveraging the Career Framework, 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 Administration, Benefits Administration, 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 coming out of the Employee Survey Action Plan, 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 Learning and Development team for the selection and contracting of internal and/or external programs and consultants, while managing costs within the budget.

·       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

·       Oversee maintenance of HRIS (Workday) Timekeeping (Kronos) and other systems; support from People Assistant

·       Development and maintenance of internal P&D team tools and share drives.

·       Collaborates with People Assistant to maintain and update HR database, org charts, and employee records in general.