Ralph Lauren
Manager, People Business Partner, Global Marketing & Agency
Ralph Lauren, Nutley, New Jersey, us, 07110
Company Description
The following information provides an overview of the skills, qualities, and qualifications needed for this role.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 OverviewThe Manager, People Business Partner, Global Marketing role will be responsible for the management and execution of People & Development services, policies, and programs in support of the Global Marketing, PR, Agency, Library, and Innovation teams at Ralph Lauren. Due to the high visibility and partnership to multiple Executive & Global Leadership Team members, it is critical that this individual is a trusted business partner to both the functional Business Partners and the People & Development community. This role will oversee the implementation of company and departmental P&D programs, talent management, employee relations and performance management for all assigned functional areas. This hybrid role is based in Nutley, NJ, and supports the NYC metro Corporate Populations. This role reports into the Head of People Business Partnerships, Brand & Product, Marketing, Branding and Innovation.
Essential Duties & ResponsibilitiesStrategic 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 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. 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 Offboarding:
Performs new hire and exit interviews; facilitates onboarding and separation processes; determines and makes 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 onboarding process, with support of People Assistant, and ensures onboarding 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.
Experience, Skills & KnowledgeExperience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred.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.Excellence in reporting and managing budgets.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.Ability to build and maintain effective working relationships across the organization as well as within Human Resources.Must be able to prioritize and identify critical projects requiring immediate attention.Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur to mitigate any operational risks.Must be able to always maintain a high level of confidentiality.Highly proficient in MS Office software, including Outlook, Excel, Word, Teams and Power Point.Must have the proven ability to follow policies and procedures consistently and independently; written and verbal instruction and meet required schedules and/or deadlines.Must have a working knowledge of Human Resources Information Systems (HRIS) - Workday preferred.Familiarity with the time keeping system (Kronos) is preferred.
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The following information provides an overview of the skills, qualities, and qualifications needed for this role.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 OverviewThe Manager, People Business Partner, Global Marketing role will be responsible for the management and execution of People & Development services, policies, and programs in support of the Global Marketing, PR, Agency, Library, and Innovation teams at Ralph Lauren. Due to the high visibility and partnership to multiple Executive & Global Leadership Team members, it is critical that this individual is a trusted business partner to both the functional Business Partners and the People & Development community. This role will oversee the implementation of company and departmental P&D programs, talent management, employee relations and performance management for all assigned functional areas. This hybrid role is based in Nutley, NJ, and supports the NYC metro Corporate Populations. This role reports into the Head of People Business Partnerships, Brand & Product, Marketing, Branding and Innovation.
Essential Duties & ResponsibilitiesStrategic 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 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. 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 Offboarding:
Performs new hire and exit interviews; facilitates onboarding and separation processes; determines and makes 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 onboarding process, with support of People Assistant, and ensures onboarding 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.
Experience, Skills & KnowledgeExperience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred.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.Excellence in reporting and managing budgets.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.Ability to build and maintain effective working relationships across the organization as well as within Human Resources.Must be able to prioritize and identify critical projects requiring immediate attention.Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur to mitigate any operational risks.Must be able to always maintain a high level of confidentiality.Highly proficient in MS Office software, including Outlook, Excel, Word, Teams and Power Point.Must have the proven ability to follow policies and procedures consistently and independently; written and verbal instruction and meet required schedules and/or deadlines.Must have a working knowledge of Human Resources Information Systems (HRIS) - Workday preferred.Familiarity with the time keeping system (Kronos) is preferred.
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