People Business Partner Sr. Manager

Ref #

W181428

State/Region

New Jersey

Department

Human Resources

Location

United States

City

Nutley

Pay Range: The pay range for this job is $85000 - $161444 annually; actual pay is dependent on experience and geographic location.

Benefits: Base pay is only one part of our employee value proposition, which includes a robust benefits package, above-market time off, hybrid working arrangements, incentive compensation, where applicable, and varied learning opportunities.

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 Sr. Manager, People Business Partner will drive People & Development (P&D) strategy, services, and programs for the Brand Image organization, serving as a senior strategic partner to global business leadership. This role requires expertise in the HR Business Partner discipline along with a working understanding of related P&D disciplines - including Talent Acquisition, Total Rewards, and Talent Management - in order to interpret business challenges and recommend best practices that improve products, processes, and services across the client group. Down the line, this role will expand to take on an additional client group.

Functions are inherently global, requiring sophisticated stakeholder management and partnership across North America (NA), EMEA, and APAC. The Brand Image pillar, in particular, involves navigating complex regional structures to ensure global brand consistency through local talent strategies. This role directly impacts the achievement of customer, operational, and service objectives for the Brand Image organization.

This is a high-visibility, senior leadership role for a solutions-oriented executive who leads with Executive Presence. The Sr. Manager works independently and receives guidance only in the most complex situations; is expected to communicate difficult concepts and influence stakeholders to achieve consensus; and will influence the development of P&D strategy within the function. The ideal candidate leads others - including project teams with moderate resource requirements, risk, and complexity - to solve complex problems, applying sophisticated analytical judgment to identify innovative solutions, while maintaining a collaborative "one-team" mindset with the broader P&D community.

Location: Hybrid; based in Nutley, NJ, and NYC. Must be able to work from both locations to support metro Corporate Populations.

ESSENTIAL DUTIES & RESPONSIBILITIES

Global Strategic Partnership & Org Design

• Regional Stakeholdering & Strategic Influence: Serves as the senior P&D strategic partner and primary point of contact for global business leaders, interpreting internal and external business challenges and influencing leadership to adopt best practices that ensure alignment and seamless partnership across NA, EMEA, and APAC.
• Fiscal Strategy: Partners with senior business leaders and Corporate Finance to shape fiscal strategy; owns full oversight of employee, OTH, and freelance trackers and the bonus plan, exercising judgment on budget prioritization, risk, and resource allocation.
• Org Design & Change Leadership: Leads strategic organizational design and change management initiatives of moderate resource requirements, risk, and complexity, applying sophisticated analytical thought to identify innovative solutions that increase effectiveness and remove internal barriers.
• Results-Driven Execution: Leads others to identify gaps in process and proactively drives the design and implementation of tools, presentations, and frameworks that solve complex problems and support the business.

Employee Relations & Investigations

• Strategic Advisory: Serves as the senior advisor to managers and executives on the most complex employee relations issues, exercising sophisticated judgment to ensure alignment with Company policy and statutory requirements, including corrective actions and terminations.
• Investigations: Leads complex investigations in partnership with Global People Practices when employee complaints or concerns are brought forth, receiving guidance only in the most complex or sensitive situations.
• Mediation: Leads mediation for associates and management at an impasse on high-stakes or ambiguous matters; exercises sound judgment and thinks on their feet to resolve complex communication gaps or misunderstandings.

Performance & Talent Management

• High-Performance Culture: Leads the performance management process for the client group, including talent reviews and salary planning; leads others to identify and coach high-potential employees.
• Recruitment Integrity: Ensures appropriate job descriptions and "Jobs-at-a-Glance" are in place; partners with and influences Talent Acquisition to recruit high-performing, diverse global teams.
• Internal Mobility: Leverages the Career Framework to influence internal development paths and encourage movement across the organization.
• Talent Calibration & Reviews: Leads the end-to-end talent calibration process and annual talent reviews for assigned client groups; facilitates high-level discussions with senior leadership to identify high-potentials, assess bench strength, and influence a consistent, objective approach to performance and potential across the global organization.

Engagement & General Operations

• Engagement: Leads initiatives coming out of the Employee Survey Action Plan to retain and leverage a diverse workforce.
• Operations: Leads oversight of HRIS (Workday), Timekeeping (Kronos), share drives, and org charts, directing support from the People Assistant/Associate.

Total Rewards & Compensation StrategyCompensation Strategy: Leads the administration and execution of a specialized quarterly bonus plan for the Brand Image organization; partners with and influences the Compensation Center of Excellence to manage annual merit cycles, perform market data benchmarking, and ensure competitive pay alignment across global creative and strategic functions.

EXPERIENCE, SKILLS & KNOWLEDGE

• Experience: Extensive, proven track record as a senior HR Business Partner/Generalist leader, with expertise in own job discipline and understanding of related job disciplines within the P&D function.
• Executive Presence: Proven ability to lead with confidence, build alliances with senior management, and work autonomously with senior executives, receiving guidance only in the most complex situations.
• Strategic Influence: Ability to interpret internal and external business challenges and recommend best practices to improve products, processes, or services; influences development of P&D strategy within the function.
• Leadership & Problem Solving: Proven ability to lead others - including project teams with moderate resource requirements, risk, and complexity - to solve complex problems, using sophisticated analytical thought to exercise judgment and identify innovative solutions.
• Agility: Must be flexible, agile, and able to think on your feet in a fast-paced, shifting global environment.
• Results-Oriented: A proven ability to drive toward results and prioritize critical projects requiring immediate attention; impacts the achievement of customer, operational, project, or service objectives

Ralph Lauren will consider for employment qualified applicants with arrest or conviction records in a manner consistent with the requirements of the law, including any applicable fair chance laws. Please note background checks will be evaluated individually.