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.
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This is a visible and influential HR leadership role at the heart of a business undergoing significant transformation and growth. The successful candidate will partner closely with senior leaders to shape the organization of the future, leveraging deep business insight and people expertise to drive organizational effectiveness, build leadership capability, and unlock talent potential.
As the senior People Business Partner for a portfolio of sourcing-focused business units, the People Business partner lead will deliver on forward-looking People strategies that align with business objectives and the broader APAC and Global HR vision. Combining influence with operational excellence, they will lead key initiatives across talent management, succession planning, employee engagement, organizational transformation, change leadership, and employee relations, ensuring the business is equipped with the talent, culture, and capabilities needed to achieve its ambitions.
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Business Partnership
- Serve as a trusted advisor and strategic partner to APAC senior leaders on all people-related matters.
- Translate business objectives into actionable people strategies that support organizational growth, performance, and transformation.
- Provide thought leadership on workforce planning, organization design, leadership effectiveness, culture, and employee experience.
- Challenge and influence leadership teams to drive effective business and talent decisions.
Talent Management & Succession Planning
- Lead talent review, succession planning, and talent calibration processes to ensure strong leadership pipelines.
- Partner with leaders to identify, develop, and retain high-potential talent and critical capabilities.
Organizational Effectiveness & Change Management
- Support organizational design and workforce planning initiatives to enable business priorities.
- Support business transformations, restructures, and change management efforts.
- Drive adoption of change initiatives through effective communication, stakeholder engagement, and leadership coaching.
- Identify opportunities to improve organizational effectiveness, team performance, and ways of working.
Leadership Coaching & Employee Engagement
- Coach leaders on performance management, talent development, team effectiveness, and employee relations matters.
- Foster a culture of inclusion, accountability, engagement, and continuous development.
- Analyze employee engagement insights and suggest action plans to the business to strengthen organizational health.
- Champion initiatives that enhance employee experience and reinforce organizational values.
Employee Relations & Risk Management
- Provide guidance on complex employee relations matters, investigations, and performance management situations.
- Ensure compliance with employment legislation, company policies, and HR governance practices.
- Mitigate organizational risk through sound judgment and proactive partnership with legal and compliance stakeholders.
- Support resolution of workplace issues while maintaining a fair, consistent, and employee-centric approach.
HR Program Leadership
- Lead the execution of core HR processes, including performance management, compensation planning, promotions, and workforce planning.
- Partner closely with Centers of Excellence to implement enterprise programs and initiatives.
- Drive continuous improvement and simplification of HR processes and practices.
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Success Profile
The ideal candidate is a credible and influential HR leader who combines strategic thinking with practical execution. They are passionate about developing talent, enabling organizational transformation, and helping leaders achieve business results through people. They thrive in dynamic environments, build strong partnerships at all levels, and consistently translate business challenges into impactful people solutions.
Experience
- 10+ years of progressive Human Resources experience, including significant Human Resources Business Partner leadership experience.
- Proven success partnering with senior executives and business leaders in complex, global organizations.
- Experience leading organizational transformation, change management, and talent strategies.
- Strong background in talent management, succession planning, leadership development, and employee relations.
- Experience supporting global and matrixed organizations preferred.
Success Profile
The ideal candidate is a credible and influential HR leader who combines strategic thinking with practical execution. They are passionate about developing talent, enabling organizational transformation, and helping leaders achieve business results through people. They thrive in dynamic environments, build strong partnerships at all levels, and consistently translate business challenges into impactful people solutions.
Experience
- 10+ years of progressive Human Resources experience, including significant Human Resources Business Partner leadership experience.
- Proven success partnering with senior executives and business leaders in complex, global organizations.
- Experience leading organizational transformation, change management, and talent strategies.
- Strong background in talent management, succession planning, leadership development, and employee relations.
- Experience supporting global and matrixed organizations preferred.
Key Leadership Attributes:
- Strategic Business Mindset: demonstrate strong business acumen and an ability to align people strategies with organizational objectives. Anticipates future business needs and translates them into proactive talent and organizational solutions.
- Collaboration: build strong relationships across functions, geographies, and levels of the organization.
- Trusted Advisor & Influencer: build credibility and trust with senior leaders, providing thoughtful counsel and constructively challenging decisions to achieve the best business and people outcomes.
- Enterprise Mindset: think beyond functional boundaries and balances business unit priorities with enterprise goals. Acts in the best interests of the broader organization while delivering results for their client groups.
- Change Leadership: lead through ambiguity and transformation with confidence, helping leaders and teams navigate complex change while maintaining engagement, productivity, and organizational effectiveness.
- Courageous and Authentic: demonstrate sound judgment and the confidence to address difficult issues with transparency, fairness, and integrity. Values diverse perspectives and creates an environment where employees feel respected, empowered, and able to perform at their best.
- Talent Champion: passionate about developing people and building diverse, high-performing teams. Identifies, accelerates, and retains talent while fostering a culture of continuous learning and growth.
- Results-Oriented Executor: balance strategic thinking with operational excellence. Drives accountability, delivers on commitments, and ensures HR initiatives translate into tangible business impact.
- Resilient and Adaptable: thrive in fast-paced, evolving environments. Navigates complexity with agility and maintains focus and effectiveness during periods of change and uncertainty.
Key Functional Skills:
- Strategic HR Business Partnership
- Talent Management & Succession Planning
- Organizational Design & Workforce Planning
- Change Management & Transformation
- Leadership Coaching & Development
- Employee Relations
- HR Analytics & Workforce Insights
- Stakeholder Management
- Compensation & Reward Strategy
- Employee Engagement & Culture Building
Key Technical Skills:
- Organizational Design & Workforce Planning
- HR Analytics & Workforce Insights
- Change Management
- Employee Relations & Employment Law
- Compensation & Reward Programs
- HRIS Expertise (Workday preferred)
