Ralph Lauren Manager, People & Development

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 constitute one of the world's most widely recognized families of consumer brands. Ralph Lauren unites and inspires communities by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion and fairness for all.

About the Role

The Manager, People Business Partner, NC Campus will manage and execute People & Development services, policies, and programs supporting the NC Campus teams. This role serves as a trusted business partner to functional Business Partners, the People & Development community, and the employee population. Responsibilities include overseeing company and departmental P&D programs, talent management, employee relations, and performance management for assigned functional areas. This role supports frontline distribution center, contact center, and corporate employees at the Beechwood, NC66, and High Point Direct facilities, reporting to the Head of People Business Partnerships, Global Logistics.

Responsibilities

• Strategic Business Partner
  • Performs comprehensive P&D generalist functions aligned with business initiatives.
  • Builds alliances with management and consults on talent, staffing, leadership programs, and organization design to enhance effectiveness and maintain a competitive advantage.
  • Partners with Finance to ensure budget consistency and cooperation during costing initiatives.
  • Oversees fiscal strategy for the organization, supporting activities to advance business goals.
  • Manages employee information, OTH/freelance trackers, salary adjustments, and new hire requisitions within budget.
  • Prepares and analyzes reports, monitoring key activities, data, and metrics.
  • Collaborates with internal P&D partners and develops strategic relationships with compensation, benefits, and Global People Practices.
• Employee Relations
  • Advises and guides managers on employee relations issues in accordance with Company policy, best practices, and statutory requirements, including corrective actions, performance improvement, and termination.
  • Conducts investigations in cooperation with Global People Practices for employee complaints or concerns.
  • Provides mediation for escalated employee issues.
  • Oversees leaves of absence in partnership with the Manager of Employee Rewards.
  • Responds to questions about employee policies and procedures.
  • Proactively implements processes or tools to improve communication and employee understanding.
• Performance Management
  • Leads performance management processes, including calibration sessions, talent reviews, and salary planning, ensuring timely communication to employees.
  • Fosters a high-performing culture emphasizing empowerment, continuous improvement, quality, productivity, and goal attainment.
  • Develops succession planning strategies with leaders and identifies, coaches, and develops high-potential employees.
• Talent Management
  • Conducts new hire orientations and exit interviews; facilitates on-boarding and separation processes.
  • Partners with Talent Acquisition to recruit and build a high-performing, diverse team.
  • Ensures accurate job descriptions and maintains high standards for recruiting processes.
  • Oversees on-boarding consistency with Ralph Lauren policies and methodology.
  • Provides impactful feedback during internal recruitment to support candidate development.
  • Encourages internal career development using the Career Framework.
• Employee Engagement
  • Drives initiatives from Employee Survey Action Plans to create, manage, and retain a diverse workforce.
  • Develops and maintains programs, procedures, and guidelines to align the workforce with strategic business goals.
  • Assesses organizational gaps and identifies training needs with line managers, planning activities and partnering with Learning and Development for program selection.
  • Implements and supports employee engagement activities.
• General
  • Performs other duties as assigned; essential duties may change based on business needs.
  • Develops and maintains internal P&D team tools, Teams sites, and share drives.

Requirements

• Experience as an HR Business Partner/HR Generalist, preferably with frontline employee populations.
• Proficiency in all HR aspects, including performance management, compensation, benefits, employee relations, recruiting, change management, problem resolution, training, and organizational development.
• Knowledge of HR laws, policies, and programs (e.g., FMLA, ADA, FLSA, HIPAA, OSHA, EEO).
• Experience maintaining a positive employee relations environment.
• Strong presentation and communication skills.
• Ability to build and maintain effective working relationships across the organization and within the People Team.
• Strong prioritization skills to identify critical projects requiring immediate attention.
• Ability to maintain collaborative relationships and communicate concerns or project statuses to mitigate operational risks.
• High level of confidentiality.
• Proficient in MS Office (Outlook, Excel, Word, Teams, PowerPoint).
• Ability to follow policies and procedures consistently and meet deadlines.
• Working knowledge of Human Resources Information Systems (HRIS), preferably Workday.
• Familiarity with timekeeping systems (Kronos preferred).