People Business Partnership Lead, Pro North Region

Position Overview

People & Development Lead, Polo Retail Outlets & Corporate Partnerships is a highly experienced HR professional, accountable for driving the strategic execution of Human Resources programs across the assigned retail region and field corporate groups. 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.

Essential Duties & Responsibilities

Talent Acquisition & Onboarding:

• 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 field and field corporate roles.
• Support recruitment processes 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 field and corporate hires, working closely with senior leaders and Learning & Development to accelerate integration and performance.
• Employee Engagement & Retention:
• Shape and lead regional field and field corporate 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 field and corporate engagement efforts, including Belonging & Equity initiatives, communities of interest, and signature Ralph Lauren talent programs.
• Partnering with Regional, District and Corporate field leadership to embed engagement strategies into daily operations and leadership practices.

Talent and Performance Management:

• 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, 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 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 and corporate office.
• Change Management and Project Management:
• Champion large-scale change initiatives by coaching leaders and teams through transitions, fostering resilience and adaptability to achieve business objectives.
• Lead the planning, execution, and evaluation of cross-functional projects that drive people excellence and continuous improvement, ensuring alignment with organizational strategy and field 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 field environment.

Learning & Development:

• 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
• 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.

Experience, Skills & Knowledge

• 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
• Ability to work under pressure, manage multiple priorities, and travel frequently within the assigned territory

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.