People & Development Business Partnerships Lead, PRO NA

Ralph Lauren Retail-posted 3 months ago
$90,000 - $192,500/Yr
Full-time
Hybrid • Nutley, NJ
Apparel Manufacturing
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People & Development Lead, PRO is a highly experienced HR professional, accountable for driving the strategic execution of People Programs (Human Resources) across the region. This role fosters high-impact, cross-functional partnerships with senior leaders and stakeholders, while leading complex projects and initiatives that drive performance through people. The Lead people partner also handles complex employee relations matters, including end-to-end investigations. The Lead serves as a key advisor and change agent, promoting a culture of collaboration, accountability, and continuous improvement. Strategic thinking, executive communication, coaching, and organizational problem-solving are essential to success in this role.

  • Support Talent Acquisition partners to attract high-performing business leaders, ensuring alignment with organizational goals and culture.
  • Collaborate with executive leadership and cross-functional partners to define ideal candidate profiles and identify critical leadership competencies for Director-level roles.
  • Support recruitment processes for Retail leadership, including conducting leadership interviews, talent mapping, and ensuring a seamless candidate experience at each stage.
  • Leverage industry insights and networking to proactively build diverse talent pipelines for Director and above, anticipating future business needs.
  • Oversee and enhance the onboarding experience for Lead-level hires, working closely with senior leaders and Learning & Development to accelerate integration and performance.
  • Shape and lead regional strategies to enhance employee engagement, retention, and overall experience.
  • Assess and address turnover drivers through data analysis, field insights, and strategic interventions to retain top talent.
  • Advocate for initiatives that will positively impact the employee population and increase engagement and enablement across the business channels.
  • Support and lead regional engagement efforts, including Belonging & Equity initiatives, communities of interest, and signature Ralph Lauren talent programs.
  • Partnering with Regional and District leadership to embed engagement strategies into daily operations and leadership practices.
  • Collaborate with executive leadership and cross-functional partners to define ideal candidate profiles, manage recruitment for Director-level and above, and proactively build diverse talent pipelines to support current and future business needs.
  • Lead and support regional employee engagement, retention, and talent development initiatives, including onboarding for Lead-level hires, performance management cycles, talent reviews, succession planning, and signature engagement programs.
  • Advise and coach leaders on employee relations, conflict resolution, and compliance with policies, while driving change management and supporting organizational projects to enhance integration, engagement, and team success.
  • Provide expert guidance and coaching to leaders on complex employee relations matters, conflict resolution, and policy compliance, partnering with Global People Practices and Legal to ensure consistent and timely outcomes.
  • Lead the resolution of workplace disputes by conducting thorough investigations, analyzing regional trends, and implementing proactive solutions to foster a positive and compliant work environment.
  • Drive continuous improvement in employee engagement through climate surveys, data analysis, and actionable recommendations that address root causes and enhance the overall employee experience across retail locations.
  • Champion large-scale change initiatives by coaching leaders and teams through transitions, fostering resilience and adaptability to achieve business objectives across region.
  • Lead the planning, execution, and evaluation of cross-functional projects that drive people excellence and continuous improvement, ensuring alignment with organizational strategy and retail priorities.
  • Collaborate with Regional and Executive leadership to embed engagement and change strategies into daily people operations, overseeing the successful delivery of People & Development projects through strategic direction, stakeholder alignment, and clear communication that accelerates results and sustains long-term success in the retail environment.
  • Support the strategic vision for learning and development programs, ensuring alignment with business objectives and fostering a culture of continuous growth across the organization.
  • Providing creative thinking and ideas to enhance performance across region and channel.
  • Coach senior leaders and high-potential talent, driving robust leadership development, succession planning, and capability building at all levels.
  • Collaborate with cross-functional teams to assess learning needs, implement innovative development initiatives, and measure impact to accelerate organizational performance.
  • Ensure adherence to all legal and corporate people practices, maintaining compliance across employee administration processes.
  • Partner with business leaders and cross-functional teams to streamline daily operations and implement effective people policies.
  • Advise on employee lifecycle changes to continuously improve the overall employee experience.
  • Progressive and Extensive experience as a Human Resources Generalist within the retail or hospitality industry.
  • Comprehensive knowledge of employment law and regulatory compliance.
  • Proven ability in creative thinking, problem-solving, and managing projects from initiation to execution.
  • Expertise in all aspects of Talent Management, including Learning & Development, Succession Planning, Talent Acquisition, Employee Engagement, Performance Management, and Employee Relations.
  • Strong relationship-building skills with key business and cross-functional partners at all levels.
  • Excellent written and verbal communication and presentation skills, with the ability to effectively influence stakeholders.
  • Strategic mindset with a track record of aligning HR initiatives to business objectives and driving organizational change.
  • Strong analytical skills with the ability to leverage data and metrics to inform decision-making.
  • Demonstrated experience leading HR teams and developing HR talent.
  • Proficiency with HR technology platforms, HRIS, and digital tools for process optimization.
  • Proven ability to manage sensitive situations with tact, confidentiality, and integrity.
  • Experience managing large-scale organizational change initiatives, including restructuring and workforce planning.
  • Robust benefits package
  • Above-market time off
  • Hybrid working arrangements
  • Incentive compensation
  • Varied learning opportunities
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