who we are:

yoga is our first love, and we also make technical product for running, training and pretty much every other way you like to sweat. You can find our stores all around the world, from Vancouver to Dubai, and places in between. Our purpose is to elevate the world by unleashing the full potential in every one of us. Our vision is to be the experiential brand that ignites a community of people living the sweatlife through sweat, grow, and connect.

about this role:

Reporting to the Senior Manager, Business Partnering, you will act as a credible business-oriented solution provider and trusted partner. Developing collaborative plans that drive the talent agenda and have a downstream impact within the organization. Operate day to day as part of the business leadership team and take responsibility for driving and owning business outcomes. Deliver generalist support to our retail business for the country/region including, counsel and guidance in

talent management, employee relations, and change management.

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 a 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.

* Provide insights and feedback to CoEs and represent the voice of the business to P&C and voice of P&C to the business.

generalist responsibilities:

* Strategy: Consistently assess the needs of the business and partner with the Senior Retail Director (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 in interpreting defined P&C policies and procedures.

* Coaching: By asking powerful questions, the People and Culture Manager uses their HR knowledge to support business leaders in making their own decisions to produce equitable and inclusive working environments for their teams.

* 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 Employee Relations 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 Compliance on influencing policy changes.

* Investigations: Assess concerns brought forward and if determined, partner with People Practices. Support Employee Relations 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 SM+ roles, and out of cycle requests.

* Recruitment: Coach and advise on company standards of recruitment and hiring. 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.

* People Safety/AP: Partners with Asset Protection (AP) 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 dis-satisfaction. 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 experience in People & Culture Business Partner/Generalist experience

* B.A Human Resources Management or relevant HR education.

* Retail experience or experience with other complex business units.

* Intellectual curiosity and ability to learn quickly.

* Demonstrated coaching, consulting experience and a focus on Two-way Advocacy and personal responsibility.

* Problem-solving, decision making with the ability to influence.

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 $103,000 - 135,900 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. The Company 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 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.

The People & Culture Manager in this role will be supporting stores the following areas:

Alabama, Florida, Mississippi, Louisiana, Arkansas, Texas, Oklahoma, Kansas, New Mexico

lululemon

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