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Ref #
W180664
State/Region
London
Department
人事
勤務地
United Kingdom
City
London

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.

POSITION OVERVIEW

The People & Development (P&D) Manager partners with leaders and colleagues across corporate functions to deliver inclusive, practical and commercially aligned people direction. Working closely with the People Business Partner Lead, P&D colleagues, People Services and specialist teams, this role helps create a consistent, fair and engaging employee experience across the full employee lifecycle.

The role provides trusted people guidance across areas including employee relations, organisational effectiveness, talent acquisition, onboarding, performance and development, compensation cycles, employee engagement and policy implementation. The P&D Manager will support leaders to make fair, consistent and well-informed people decisions, while ensuring employees feel respected, included and able to thrive.

This role will work collaboratively with cross-functional partners to support people initiatives that strengthen capability, belonging, wellbeing, engagement and business performance across corporate teams. Retail support may be provided where business need requires, in partnership with the wider P&D team.

ESSENTIAL DUTIES & RESPONSIBILITIES

• Partner with corporate leaders and people managers to understand business priorities and provide practical, inclusive people support across the employee lifecycle.
• Build trusted relationships with stakeholders, offering clear guidance that supports fair decision-making, employee engagement and a positive workplace experience.
• Deliver timely and consistent communication to ensure clarity on key business policies & initiatives.
• Advise and coach managers on people matters, including employee relations, performance conversations, workplace adjustments, policy interpretation and team development.
• Manage employee relations cases in a fair, objective and timely way, seeking appropriate legal or specialist guidance where required and maintaining confidentiality throughout.
• Support leaders with inclusive people practices, including fair investigations, constructive feedback, transparent grievance resolutions and consistent performance management processes.
• Partner with Talent Acquisition to support inclusive recruitment, effective onboarding and skills-based selection practices, helping to create a welcoming candidate and new starter experience.
• Work with managers to identify talent, development needs and succession opportunities, ensuring colleagues have fair access to growth, learning and career development.
• Conduct talent reviews / calibrations ensuring performance is supported through development plans or improvements to drive & support a high performing team. 
• Support delivery of annual people activities, including engagement surveys, talent reviews, performance cycles, compensation planning and related communications.
• Use people data and insights, such as engagement, turnover, absence, employee relations and workforce trends, to identify opportunities and recommend practical actions.
• Collaborate with Employee Experience, Learning & Development, Total Rewards, People Services, Legal and Data Protection colleagues to deliver joined-up people solutions.
• Maintain accurate and up-to-date employee records in HR systems, including Workday, in line with GDPR and internal data protection requirements.
• Identify opportunities to improve people processes, policies and ways of working, with a focus on consistency, accessibility, efficiency and employee experience.
• Support the implementation of people policies and procedures, helping managers apply them fairly and consistently across corporate teams.
• Actively contribute to Belonging & Equity priorities, helping to build a culture where colleagues feel respected, supported and able to contribute their best work.
This is not an exhaustive list  


EXPERIENCE, SKILLS & KNOWLEDGE

• Strong communication and relationship-building skills, with the ability to engage effectively with diverse colleagues and stakeholder groups.
• Sound judgement and the ability to provide balanced, confidential and practical guidance on sensitive people matters.
• Good working knowledge of UK employment law, employee relations practices and inclusive workplace principles.
• Ability to manage multiple priorities, adapt to changing business needs and work collaboratively across functions.
• Confidence using people data and insights to identify trends, support decisions and recommend practical actions.
• Commitment to building an inclusive culture, supporting fair access to opportunity and creating a positive employee experience.
Technical skills: 
• Confident user of Microsoft Office applications, including Word, Excel and PowerPoint.
• Experience using HR information systems, such as Workday, to maintain accurate people data and complete transactions.
• Able to handle employee information with care, discretion and in line with GDPR requirements.

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