Job Description

Position Overview

The People & Development Manager is responsible for supporting the strategic execution of Human Resources programs for the Retail team. This role provides counsel to leaders in a rapidly changing environment by fostering productive relationships with internal and cross-functional partners while identifying issues and initiating solutions aligned with company policy and business direction. The position leads end-to-end employee investigations in partnership with key business stakeholders. Teamwork, relationship management, effective communication, coaching, and problem-solving are critical aspects of this role.

Essential Duties & Responsibilities

A strategic business partner responsible for driving talent strategies and organizational effectiveness across the Field organization, aligned with Ralph Lauren's commitment to inspiring the dream of a better life through authenticity and timeless style.

• Strategic Talent Leadership
  • Partner with District Director to identify staffing needs, support selection and hiring processes for General Manager and Associate Manager positions, ensuring alignment with PRO strategy
  • Provide comprehensive analysis of market trends and data-driven recommendations to enhance talent acquisition and retention strategies
  • Drive implementation of Ralph Lauren talent initiatives through succession planning leveraging talent tools and resources: Cultural Focus Areas (CFAs), Belonging & Equity communities, and leadership development programs
  • Ensure consistent and successful onboarding experience for all management levels in partnership with Learning & Experience.
• Employee Relations & Performance Excellence
  • Support, coach, and advise leadership on complex employee relations and performance management matters, ensuring alignment with RL Success Drivers and CFAs
  • Manage workplace investigations, conflict resolution, and complaints in partnership with Global People Practices and Legal teams
  • Analyze store trends and metrics to proactively identify and address potential issues
  • Lead annual Pathway to Growth performance cycle, providing strategic guidance for employee development and succession planning
• Organizational Development & Culture
  • Partner with Senior District Director to create clearly defined succession plans and talent pipelines within the region
  • Identify and implement best practices to retain top talent while advocating for initiatives that positively impact employee experience
  • Drive organizational change initiatives through effective communication and change management strategies
  • Support Learning & Development initiatives that enhance leadership capabilities and store team performance
• Compliance & Risk Management
  • Ensure compliance with all required provincial employment practices across Canada in partnership with Legal and Global People Practices
  • Monitor and analyze relevant data to ensure consistent process improvement and positive change
  • Provide guidance on complex, specialized matters including reasonable accommodations and investigations
  • Maintain current knowledge of HR trends, regulatory changes, and best practices
• Business Partnership
  • Partner with field leadership to understand and execute organizational People strategy, particularly regarding current and future talent needs
  • Support New Store Opening projects with comprehensive people management guidance
  • Lead strategic P&D functional projects while monitoring, analyzing, and reporting on relevant data
  • Collaborate with cross-functional partners to ensure seamless execution of people operations and policies

Experience, Skills & Knowledge

· Demonstrated track record of progressive growth and increasing levels of responsibility and strategic business partnership as an HR Business Partner or Generalist.

· Strong history of managing complex employee relations matters while partnering with leadership teams on talent strategies.

· Proven success implementing HR programs and initiatives with comprehensive understanding of full-cycle HR practices.

· Experience in Talent Management and Development, Learning & Development, Succession Planning, Talent Acquisition, Employee Engagement, Performance Management, Employee Relations

· Ability to establish strong relationships with key business partners and all levels of leadership

· Strong Project Management and presentation skills

· Excellent written and oral communication skills with the ability to effectively influence business partners at all levels

· Excellent organizational skills and attention to detail.

· Strong analytical and problem-solving skills.

· Ability to work under pressure in a fast-paced environment to prioritize tasks and to delegate when appropriate.

· Ability to act with integrity, professionalism, and confidentiality.

· Proficient with Microsoft Office Suite or related software.

· Ability to travel frequently within assigned territory and the NYC area

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.

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