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People & Culture Manager (Bilingual)

5 months ago

Toronto, Canada Lululemon Full time

Who we are
lululemon is a yoga-inspired technical apparel company up to big things. The practice and philosophy of yoga informs our overall purpose to elevate the world through the power of practice. We are proud to be a growing global company with locations all around the world, from Vancouver to Shanghai, and places in between. We owe our success to our innovative product, our emphasis on our stores, our commitment to our people, and the incredible connections we get to make in every community we are in.

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 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 country/region including, counsel and guidance in talent management, employee relations, change management.

**A day in the life**:
**Responsibilities**:
Business Partner
- 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
- 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.
- 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, Province of Quebec 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 SM+ 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 (Regional Manager) and SRD's (Senior Retail Director) to identify issu