People & Culture Manager – Field-Based (Georgia & Florida)

Requirements

Description & Requirements

who we are:

lululemon is an innovative performance apparel company for yoga, running, training, and other athletic pursuits. Setting the bar in technical fabrics and functional design, we create transformational products and experiences that support people in moving, growing, connecting, and being well. We owe our success to our innovative product, emphasis on stores, commitment to our people, and the incredible connections we make in every community we're in. As a company, we focus on creating positive change to build a healthier, thriving future. In particular, that includes creating an equitable, inclusive and growth-focused environment for our people.

About The Role

Reporting to the Senior Manager, Business Partnering, the People and Culture Manager Directly partners with Senior Retail Directors (SRD) and Regional Managers (RM) through the application of strategic, innovative, and objective people support, the PCM works with the SRD and RM to accomplish people objectives through vision and strategy.

Our team is available; we are experts and solution makers, People & Culture expert, delivering both long term and front-line counsel, coaching and guidance in talent and performance management, compliance, employee relations and change management. In partnership with the Senior Retail Director (SRD), develop collaborative plans that drive the talent agenda and have positive downstream impact within the organization. You will work in collaboration with cross functional teams and other area level partners, including Senior P&C Advisor and IDEA partner, to align on the correct approach to support the people managers. You will work through the lens of IDEA, upholding the company standards of inclusion, diversity, equity and action.

a Day In The Life

• Leverage deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations and develop proactive solutions to solve pressing business objectives through talent lens, such as productivity, engagement, skill development, attraction and retention & recognition.
• Apply strong analytical skills and attention to detail to understand complex problems and root causes, leveraging quantitative and qualitative data to develop insights, guide decisions, and formulate solutions.
• Leverage CoE talent frameworks to develop proactive talent management solutions succession planning, and performance management that allows leaders an easy way to align people and work to achieve business outcomes.
• Monitor core cultural metrics and indicators to ensure core behaviors and mindsets are embodied and actively fostered by leaders and the Senior P&C Partners to create an inclusive and thriving environment.
• Advise leaders on potential organization design and opportunities and impacts associated with organizational changes.
• Act as the intermediary between the voice and strategy of PC to the business, and the voice and strategy of the business to PC - including and not limited to OTH (Open to Hire) and WFP (Workforce Planning).
  
  

Generalist Responsibilities

• Partner: Directly supports Senior Retail Directors and Regional Managers.
• Strategy: Consistently assess the needs of the business and partner with SRD to determine monthly, quarterly, and annual priorities - tailoring their working structure to support the strategy.
• Level of Service: Provide effective and timely P&C support and counsel to employee and manager inquiries on various P&C related topics including assisting to interpret defined P&C policies and procedures.
• Coaching: By asking powerful questions, the PCM uses their HR knowledge to support business leaders in making their own decisions to produce equitable and inclusive working environments for their teams. o Collaboration: Partner with all cross-functional partners and Centers of Excellence (CoE’s) to provide the most equitable and consistent advisement to the business.
• Labor Law: Have a strong understanding of local and federal labor laws. Work in partnership with people practices ensuring compliance for all company policies & procedures, all federal & provincial/state laws and ensure that all company P&C related matters are proactively researched and managed.
• Compliance: Coach and advise to ensure compliance with internal human resource policies and practices (employee handbook and code of conduct) and with relevant labor and employment legislation. Work in collaboration with People Practices influencing policy changes.
• Investigations: Assess concerns brought forward and if determined, partner with People Practices. Support People Practices with the investigation as required and with the execution of the outcome.
• Compensation: Partner with Compensation team to manage total rewards cycles, including annual merit reviews, bonus program, promotions, compensation advisement for Store Mamager+ roles, and out of cycle requests.
• Recruitment: Coach and advise on company standards of recruitment and hiring (Hiring 2.0). Prepare offers in unique internal situations, and in collaboration with Talent Acquisition, provide interview support for SM+ interview.
• Managing for Performance: Support retail leaders in performance improvement practices (PIPS) to ensure the consistency and clarity of PIPS and conduct warnings with the intention of improving an employee’s performance.
• Talent Management: Influence and coach leaders on how to attract, select, develop, manage, and retain the best talent to drive results.
• Succession Planning: Through Talking Talent, support people leaders to determine pipeline needs and develop necessary strategies to prepare for hiring and ensure seamless store transitions.
• Separations: Provide advice in relation to involuntary separation requests from managers to ensure compliance with company culture and practices, determine legal exposure by verifying applicable legislation, and make a recommendation to leadership on how to proceed.
• Exit Interviews: Conduct exit interviews for RM's and SRD's to identify issues in the team and provide recommendation on action plans for improvement. Monitor and report on trends.
• People Safety/AP: Partners with Asset Protection on people safety matters.
• Accommodations: In partnership with Senior P&C Advisors, ensure the accommodations processes are being followed and advise on complex scenarios in partnership with cross functional partners.
• Store Visits: Executes store visit strategy with the intention of providing support and gathering insights. Collaborates on visit strategy with SRD and Senior PCM.
• Store Meetings: Attends store leadership and staff meetings on a monthly cadence with the intent to listen, learn and support conversation.
• Pulse: Deliver pulse results in partnership with SRD. Manage employee pulse processes, monitor employee engagement, and provide advice and recommendation on action plans to build on strengths and address areas of dissatisfaction. Hold Business Partners accountable to actions and commitments.
• Mentorship: Mentor Senior P&C Advisors on strategy and practice of store visits. Mentor Senior Advisors in general practice.
• Projects/Pillar Work: Consults and advises on updates, project and strategic initiative roll outs, in alignment with Advisor. Assigned different levels of contribution to a project with a goal of having a consistent service delivery to the retail org.
  
  

Qualifications

• 5+ years of progressive HR experience.
• B.A, HR Education or relevant education is an asset.
• Bilingual Spanish - Preferred
• Retail experience or experience with other complex business units is an asset.
• Intellectual curiosity and ability to learn quickly and apply business acumen.
• Demonstrated coaching, consulting experience and a focus on Two-way Advocacy and personal responsibility.
• Problem-solving, decision-making skills with the ability to influence.
• Excellent written and verbal communication.
• Proven ability to build relationships and influence business leaders
• Strategic thinking with experience in vision and planning.
  
  

Must Haves

• Acknowledge the presence of choice in every moment and take personal responsibility for your life.
• Possess an entrepreneurial spirit and continuously innovate to achieve great results. 
• Communicate with honesty and kindness and create the space for others to do the same. 
• Lead with courage, knowing the possibility of greatness is bigger than the fear of failure. 
• Foster connection by putting people first and building trusting relationships. 
• Integrate fun and joy as a way of being and working, aka doesn’t take yourself too seriously. 
  
  

Authorization to work in United States is required for this role. 

Compensation And Benefits Package 

lululemon’s compensation offerings are grounded in a pay-for-performance philosophy that recognizes exceptional individual and team performance. The typical hiring range for this position is from $103,500-$135,900 USD annually; the base pay offered is based on market location and may vary depending on job-related knowledge, skills, experience, and internal equity. As part of our total rewards offering, permanent employees in this position may be eligible for our competitive annual bonus program , subject to program eligibility requirements.   

At Lululemon, Investing In Our People Is a Top Priority. We Believe That When Life Works, Work Works. We Strive To Be The Place Where Inclusive Leaders Come To Develop And Enable All To Be Well. Recognizing Our Teams For Their Performance And Dedication, Other Components Of Our Total Rewards Offerings Include Support Of Career Development, Wellbeing, And Personal Growth

• Extended health and dental benefits, and mental health plans 
• Paid time off 
• Savings and retirement plan matching 
• Generous employee discount 
• Fitness & yoga classes 
• Parenthood top-up 
• Extensive catalog of development course offerings 
• People networks, mentorship programs, and leadership series (to name a few) 
  
  

Note: The incentive programs, benefits, and perks have certain eligibility requirements. lululemon reserves the right to alter these incentive programs, benefits, and perks in whole or in part at any time without advance notice

workplace arrangement

This role is classified as Field Based Remote under our SSC Workplace Policy:

Remote – Field Based

Field/Community-based work is necessary or important within a designated area, with relevant travel required.