Manager, People & Development

About the role

The Manager, People Business Partner, NC Campus role will manage and execute People & Development services, policies, and programs in support of the NC Campus teams at Ralph Lauren. This role serves as a trusted business partner to the functional Business Partners, the People & Development community, and the employee population.

Responsibilities

• Perform comprehensive P&D generalist functions ensuring alignment with business initiatives.
• Exhibits a strong customer-focused approach to support building alliances with management, in addition to consulting and developing strategies regarding talent, staffing, management and leadership programs and organization design and development to increase effectiveness and functionality as well as maintain a competitive advantage.
• Partners with Finance to ensure budget consistency and cooperation during corporate and departmental costing initiatives.
• Partners with business leaders and Finance on the fiscal strategy for the organization, supporting the activities and work to move the business forward.
• Maintains employee information, OTH and freelance trackers, and strategically manages requests for salary adjustments and new hire requisitions to align with existing budgets.
• Prepares and analyzes reports as needed, monitoring key activities, data and metrics.
• Collaborates with internal P&D partners and develops strategic relationships with compensation, benefits and Global People Practices.
• Advises and guides managers on employee relations issues in accordance with Company policy, best practices, and statutory requirements. This includes directions 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 escalated employee issues.
• Oversees leaves of absence in partnership with the Manager of Employee Rewards.
• Responds to questions pertaining to employee policies and procedures. Recognizes opportunities in communication and employee understanding and proactively implements processes, procedures, or tools to support the business.
• Leads performance management process, incorporating calibration sessions, 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-performing culture that emphasizes empowerment, continuous improvement, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a dynamic workforce.
• Develops succession planning strategies with leaders and identifies, coaches, and develops high potential employees.
• Drives initiatives developed in Employee Survey Action Plans, aimed at creating, effectively managing, valuing, engaging, 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.
• Affirms assessments of the 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.
• Implements and supports employee engagement activities.
• Development and maintenance of internal P&D team tools, Teams sites, and share drives.

Requirements

• Experience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred, with some experience in supporting frontline employee populations.
• Must have 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.
• Be able to build and maintain effective working relationships across the organization as well as within the People Team.
• Must be able to prioritize and identify critical projects requiring immediate attention.
• Maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur to mitigate any operational risks.
• Maintain a high level of confidentiality.
• Highly proficient in MS Office software, including Outlook, Excel, Word, Teams and Power Point.
• Proven ability to follow policies and procedures consistently and independently; written and verbal instruction and meet required schedules and/or deadlines.
• Working knowledge of Human Resources Information Systems (HRIS) – Workday preferred.
• Familiarity with the time keeping system (Kronos) is preferred.