Human Resources Business Partner

INTRODUCTION

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. 

JOB PURPOSE

As an ambassador of the company’s culture the Human Resources Business Partner will use their expertise to seamlessly partner with their respective 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 will be based out of Los Angeles California and will require presence in local stores three days per week.

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 organizational effectiveness and employee satisfaction
• Analyze and deliver regular reports on business performance and employee performance within the West and South markets
• Build credibility and influence as a trusted business partner to the regions cross-functional partners to drive maximum potential of the teams and talent directly impacting business performance
• Analyze and interpret various reports to guide decision making and provide thoughtful solutions which will enhance business operations 
• Think with a commercial mind-set and unified connectivity with the business; develop strong partnerships with business leaders with your markets 

Employee Relations 

• Protect the business by ensuring legal compliance that is culturally in line with our brand values 
• Partner closely with your respective Employee Relations Business Partner to manage all ER cases involving, but not limited to, employee grievances, complaints and investigations
• Coach the level of capability within the business to manage ER cases, ensuring upskilling of line management, which may include training and briefings on policies and procedures
• Manage the relationships with unions, work counsels and employee representatives (when applicable) and partner to resolve any associated 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 polices, procedures and legislation 
• Ensure fairness and accuracy with all HR documentation
• Conduct exit interviews 

Rewards 

• Support the business in maintaining the store labor costs
• Help manage and drive headcount changes, planned and proposed staffing changes and promotions 
• Provide feedback from line managers within markets as it relations to new reward framework 
• Manage year end annual performance review process and merit decisions
• Identify potential market opportunities with salary levels and internal roles as it relates to retention of talent

Talent (Development and Acquisition)

• Manage the performance management process providing effective coaching, maintaining thorough documentation, ensuring timely follow-up, and determining outcomes for performance improvement or terminations
• Collaborate with retail managers to create and implement development plans and goal setting, review sales performance monthly for 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 L&D team to work on value-added programs in areas of training, career mobility and job performance
• Interview final senior level candidates identified by the talent team 
• Review and partner on all employment offers 

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 60% of the work week;
• Demonstrated experience in various Human Resources functional areas;
• 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 organisation 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, behavioural 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 organisational changes.

FOOTER

Burberry is an Equal Opportunities Employer and as such, treats all applications equally and recruits purely on the basis of skills and experience.

•    Expected base salary for the role will generally be between $125,000.00 and $140,000.00 per year at the commencement of employment. However, base salary if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, discretionary bonuses, short and long-term incentive packages, and Company-sponsored benefit programs.

•    This position is at-will and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

Posting Notes: USA || California (US-CA) || Los Angeles || HR || NO DEPARTMENT – FAT9002 || n/a ||