HR Manager, HR Business Partner

HR Manager, HR Business Partner

At Burberry, we believe creativity opens spaces. Our purpose is to unlock the power of imagination to push boundaries and open new possibilities for our people, our customers and our communities. This is the core belief that has guided Burberry since it was founded in 1856 and is central to how we operate as a company today. We aim to provide an environment for creative minds from different backgrounds to thrive, bringing a wide range of skills and experiences to everything we do. As a purposeful, values-driven brand, we are committed to being a force for good in the world as well, creating the next generation of sustainable luxury for customers, driving industry change and championing our communities.

As an ambassador of the company's culture you will use your HR expertise to seamlessly partner with your business area and HR colleagues in order to create an environment where the business is empowered and inspired to drive their talent and leadership capabilities to deliver exceptional results today and for the future. This position supports our Northeast stores, East Coast outlets & Distribution Center.

Responsibilities

Business Acumen

• Establish business strategies to enhance the retention and development of key talent while minimizing attrition;
• Develop people strategies and design approaches for diagnosing and enhancing organization effectiveness and employee satisfaction;
• Analyze and deliver regular reports on business performance and employee performance within respective markets;
• Build credibility and influence as a trusted advisor to the regions cross-functional partners to drive the maximal potential of their teams and talent directly impacting business performance;
• Analyze and interpret various reports to guide decision making and provide proactive solutions to enhance business operations;
• With a commercial mind-set and unified connectivity with the business you will develop strong and trusted partnerships with business leaders within your client group providing challenge, coaching and advice on people related matters and strategies

Employee Relations

• Protect the business by ensuring legal compliance that is culturally in line with our brand values;
• Partner with your respective regions Employee Relations Partner to manage ER cases involving grievances and investigations;
• Coach the level of capability within the business to manage ER cases, ensuring up skilling of line management, which may include training and briefings on policies and guidelines;
• Manage the relationships with unions, work councils and employee representatives where required and partner to resolve any associates risks

HR Operations

• Partner with the Senior Manager of Human Resources to develop and implement effective HR processes and procedures that will support the strategic growth of the business;
• Ensure consistency while also providing guidance on best practices and application of HR policies, procedures and legislation;
• Ensure fairness and accuracy with all HR documentation;

Rewards

• Provide feedback from respective population on reward framework;
• Manager the annual review and reward planning process, including supporting line managers in merit decisions;
• Identify potential market opportunity with salary levels and internal roles as it relates to retention and talent

Talent (Development & Acquisition)

• Manage the performance management process providing effective coaching, maintaining thorough documentation, ensuring timely follow-up, and determining outcomes for performance improvement or termination;
• Collaborate with retail managers to create and implement development plans and goal setting, review sales performance monthly for the retail population;
• Guide and mentor managers as they navigate the performance management process;
• Encourage and drive internal mobility identifying strategic positions and ensuring talent action plans are in place driving internal succession planning;
• Partner with the Learning and Development team to work on value-added programs in areas of training, career mobility and job performance;
• Interview final senior level management candidates identified by the talent team for the respective retail population;
• Review and partner on all employment offers in partnership with the talent team and respective line managers

Training and Onboarding

• Facilitate onboarding of new managers in partnership with the retail training team;
• Ensure line managers are implementing 30/60/90 day probationary evaluations for all new hires;
• Train new hires on HR policies and procedures, benefits and Burberry values;
• Conduct in store trainings as needed with respective HR business partners

Personal Profile

Bachelors' Degree preferred; A minimum of 5 years prior Human Resources experience, including a minimum of 2 years in a management position; Flexibility to travel up to 25% of the time; Ability to work in-store from multiple local locations within the market 80% of the work week; Demonstrated experience in various Human Resources functional areas; Bi-lingual a plus, English & Spanish Deep knowledge of Human Resources policies and practices, including applicable state and federal employment laws and regulations Exceptional interpersonal skills, adept at cultivating and sustaining productive work relationships across all levels of the organization internally and externally; Ability to manage multiple, complex issues and prioritize projects concurrently; Ability to stylistically adapt communication based on audience and influence without authority; Demonstrated analytical thinking, problem solving, and decision making skills with the success in developing innovation solutions to business issues that align with driving business strategy Strong desire to support retail population and work in a multi-site environment

Measures of Success

Healthy relationships with business partners, focused around driving organization effectiveness, commerciality and making the right decisions for the brand. Measure based on feedback from business partners and from other more senior HR/business leaders. Driving talent performance, mobility and capability development. Measure based on: completion of the talent calibrations; existence of talent plans for top talent; the number of internal promotions and internal moves; defined individuals objectives aligned to business objectives; the development of talent (leadership, behavioral and/or business competencies). Management of business risks through succession and talent planning. Measure based on existence of robust succession plans and identification/management of key talent risks. Effective management of employee relations issues. Measure based on the avoidance of ER cases and the effective handling of ER cases when they arise. Effective application of the global People operating model and ways of working. Measure based on the operating model being fully embedded, connectedness and collaboration with other HR teams, application of global processes and accuracy of people data. Delivery of HR / business projects and change. Measure based on the effective implementation or roll-out of initiatives and/or organizational changes.