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
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. The People Business Partner Lead, HK RSS is a senior HR and administration leadership role responsible for shaping and delivering the People strategy while overseeing effective office administration support for HK office. The role serves as a trusted strategic advisor to senior leaders, with accountability for organizational effectiveness, leadership capability, talent strategy, employee experience, employee relations, and workforce planning office operations governance. This leader will manage and develop HR and office administration team members, partner closely with Centers of Excellence and functional stakeholders, and represent HK Regional Shared Service (RSS) business priorities in People strategy, employee experience and workplace operations discussions. and initiatives. The role requires strategic influence, executive presence and strong operational judgment to create a high-performing well-supported and future-ready organization.
Essential Duties & Responsibilities
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.
- Act as the lead strategic advisor to executive and senior leadership teams across supported organizations.
- Shape long-term workforce and organization strategies aligned with business transformation, commercial priorities and future capability requirements.
- Use workforce insights, organizational diagnostics and people analytics to influence executive decision-making and People priorities.
- Represent HK RSS business needs in People strategy discussions and enterprise initiatives. Team Leadership & HR / Administration Capability Building
- Lead, coach and develop HR and office administration team members, fostering accountability, collaboration, service excellence and continuous improvement.
- Build HR team capability through talent development, succession planning, coaching and strategic workforce planning.
- Set clear priorities, governance and operating rhythms to ensure consistent delivery of HR services, office administration support and employee experience across HK RSS.
- Champion a high-performance People team culture and model inclusive leadership practices.
- Contribute to leadership across the broader APAC People Team by sponsoring regional initiatives and sharing best practices. Office Administration & Workplace Operations
- Oversee office administration support for HK office, ensuring effective day-to-day workplace operations, service delivery and employee support.
- Lead and develop office administration team members, setting clear priorities, service standards and operating rhythms.
- Partner with internal stakeholders and external vendors to support office services, facilities coordination, employee events, visitor experience and workplace needs.
- Drive continuous improvement of administrative processes, governance, cost discipline and service effectiveness. 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.
- Drive differentiated talent strategies that strengthen leadership bench, future skills and diverse representation in critical roles.
- Coach senior leaders on succession quality, readiness, mobility and development actions. Organizational Effectiveness & Change Management
- Lead organization design and workforce planning initiatives to enable business priorities.
- Guide senior leaders through 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.
- Design future-state organizational models and workforce strategies that accelerate business growth and operational effectiveness. Leadership Coaching & Employee Engagement
- Coach leaders on performance management, talent development, team effectiveness and employee relations matters.
- Foster a culture of accountability, engagement and continuous development.
- Analyze employee engagement insights and recommend action plans to strengthen organizational health.
- Champion initiatives that enhance employee experience and reinforce company values.
- Enable leaders to translate engagement and culture insights into sustainable leadership behaviors and team actions. 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. Strategic HR Program Leadership
- Lead the strategic direction and governance of core People processes, including performance management, compensation planning, promotions, talent reviews and workforce planning.
- Partner closely with Centers of Excellence to shape, influence and operationalize enterprise programs and initiatives.
- Drive continuous improvement, simplification and digital enablement of HR processes and practices. Success Profile The ideal candidate is a credible and influential senior HR leader who combines enterprise-level strategic thinking with practical execution and strong office administration oversight. They are passionate about developing talent, strengthening employee experience, enabling organizational effectiveness and ensuring a well-managed workplace environment, strengthening employee experience They thrive in dynamic environments, build strong partnerships at all levels and consistently translate business and employee needs into impactful People workplace solutions.
Experience
Experience, Skills & Knowledge
- 15+ years of progressive Human Resources experience with significant senior HR Business Partner leadership experience.
- Demonstrated success advising C-suite and senior executive leaders within complex, matrixed global organizations.
- Proven experience leading teams and developing high-performing HR organizations.
- Experience overseeing office administration, workplace operations or employee services in a corporate environment.
- Significant experience driving organization transformation, workforce modernization and culture change initiatives.
- Strong background in talent management, succession planning, leadership development and employee relations.
- Experience supporting APAC, global and matrixed organizations preferred. Key Leadership Attributes
- Strategic Business Mindset: Demonstrates strong business acumen and an ability to align People strategies with organizational objectives.
- Enterprise Leadership: Thinks beyond functional boundaries and balances business unit priorities with enterprise goals.
- Inclusive Leadership: Creates environments where employees feel respected, empowered and able to perform at their best.
- Trusted Advisor & Executive Influencer: Builds credibility with senior leaders and constructively challenges decisions to achieve better business and people outcomes.
- Talent Builder and Team Developer: Develops people, builds diverse high-performing teams and strengthens succession pipelines.
- Change Leadership: Leads through ambiguity and transformation with confidence, helping leaders and teams navigate complex change.
- Courageous and Authentic: Demonstrates sound judgment and the confidence to address difficult issues with transparency, fairness and integrity.
- Results-Oriented Executor: Balances strategy with operational excellence and ensures HR initiatives translate into tangible business impact.
- Global Mindset and Cultural Agility: Navigates diverse cultures, stakeholder groups and regional business needs with sensitivity and effectiveness.
- Resilient and Adaptable: Thrives in fast-paced, evolving environments and maintains effectiveness during periods of complexity. Key Functional Skills
- Strategic HR Business Partnership
- People Team Leadership and Capability Building
- Office Administration & Workplace Operations Leadership
- Talent Management & Succession Planning
- Organizational Design & Workforce Planning
- Change Management & Transformation
- Leadership Coaching & Development
- Employee Relations and Risk Management
- HR Analytics & Workforce Insights
- Stakeholder Management and Executive Influence
- 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
- Office administration systems, vendor coordination and workplace service management
