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Nº de ref.
W177575
Estado/Región
New Jersey
Ubicación
United States
Ciudad
Nutley

DESCRIPCIÓN DE LA EMPRESA

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.

DESCRIPCIÓN GENERAL DEL PUESTO

The Organizational Design & Talent Acquisition Associate supports enterprise and functional org design initiatives by helping maintain org structures, job architecture, and workforce insights that inform hiring and talent decisions. In partnership with People Business Partners, Organizational Effectiveness, and Talent Acquisition, the associate contributes to workforce planning, requisition readiness and talent resourcing, role clarity, and data-driven hiring by translating organizational needs into scalable structures, clear job profiles, and actionable insights.

FUNCIONES Y RESPONSABILIDADES ESENCIALES

A. Organizational Design & Workforce Planning Support (Core)

  • Assist with org structure documentation (org charts, spans/layers, reporting lines, role inventories) and ensure accuracy across HR systems.
  • Support analysis of spans & layers, headcount distribution, and team design patterns; create summaries for leadership review.
  • Participate in workforce planning cycles by preparing headcount baselines, vacancy lists, growth projections, and scenario comparisons.
  • Help maintain job architecture artifacts (job families, job levels, career paths) and coordinate updates with HR/Comp leaders.
  • Contribute to OD deliverables such as current-state assessments, future-state org models, and implementation trackers.

B. Talent Acquisition Enablement (Embedded TA Components)

  • • Partner with TA to ensure requisitions are “role-ready”:
    • Confirm job level, scope, reporting line, and core deliverables align to org design and job architecture.
    • Validate that role requirements reflect skills-based needs vs. inflated credential lists.
    • Coordinate all interview scheduling across time zones for multiple NGT-related roles.
  • Communicate with candidates professionally to confirm availability, send calendar invites, and provide interview logistics.
  • Align complex internal calendars across hiring managers, interviewers, and candidates.
  • Proactively reschedule interviews as needed and ensure prompt communication of changes.
  • Track upcoming interviews and follow-ups, keeping both candidates and recruiters informed.
  • Serve as point of contact for day-of interview support and troubleshooting.
  • Maintain candidate status and scheduling notes in the applicant tracking system (Avature).
  • Work closely with TA Specialists and recruiters to prioritize and manage high volumes of activity.
  • Facilitate and conduct interviews

C. Analytics, Reporting & Process Improvement

  • Build and maintain recurring dashboards/trackers (e.g., headcount, vacancy rate, spans/layers, hiring funnel by function).
  • Pull and reconcile data from HRIS/ATS and ensure data quality (job codes, reporting structure, location, cost center).
  • Identify process improvements across OD and TA workflows (templates, checklists, role intake forms, governance steps).
  • Document standard operating procedures (SOPs) and maintain a repository of OD/TA artifacts


EXPERIENCIA, COMPETENCIAS Y CONOCIMIENTOS

  • Field of study in HR, Business, Psychology, Organizational Development, Analytics, Economics, or related field (or equivalent experience).
  • 0–2 years of experience in HR, People Analytics, TA coordination, workforce planning, consulting, or operations (internships/co-ops count).
  • Experience in interview coordination, executive assistance, recruiting support, or similar roles.
  • Strong calendar management skills and high attention to detail.
  • Excellent verbal and written communication; comfortable engaging with senior stakeholders and candidates.
  • Proven ability to manage shifting priorities in a fast-paced, deadline-driven environment.
  • Experience supporting recruiting for large-scale projects (ERP, digital transformation, consulting) is a plus.
  • Strong proficiency with Excel/Google Sheets (pivot tables, lookups, basic charts).
  • Ability to synthesize information into clear documents (one-pagers, slide summaries, trackers).
  • Strong attention to detail and comfort working with sensitive data
Ralph Lauren considerará para el empleo a las personas solicitantes cualificadas con antecedentes de arresto o condena, de conformidad con los requisitos legales, incluidas las leyes de segunda oportunidad que resulten aplicables.
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