HR Manager, HR 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.

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.

• 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

• 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
• Labor relations and union engagement

• 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;
• Conduct exit interviews

• 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

• 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…