Senior Director, People & Culture - EMEA

Senior Director, People & Culture – EMEA

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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. That includes creating an equitable, inclusive and growth-focused environment for our people.

About This Role

The Senior Director, P&C – EMEA will lead the development and implementation of the regional talent strategy in the region as part of the regional Leadership Team and a key member of the global People & Culture Leadership Team. This role is also responsible for fostering an inclusive workplace culture in alignment with our values and enterprise business strategy.

A Day in the Life

• This role will play a crucial part in shaping and implementing P&C strategies that enable the company\’s growth and success in the EMEA market, elevating our Store and Store Support Center (SSC) teams through a People-First Approach that Truly Puts the Educator at the Heart of all strategy & decisions.
• This role will also be responsible for the establishment and optimization of policies and systems, budget planning, and medium-to-long term planning for P&C EMEA.
• Main P&C partner for the leader of the region and will also oversee all of the regional P&C functions including: business partnering, talent acquisition, health & wealth, talent activation, and IDEA (Inclusion, Diversity, Equity and Action).
• Lead and develop an experienced People & Culture team as well as providing support and guidance across the People & Culture leadership team.
• As an innovator and leader in the field you drive results towards the five-year plan in support of the organizational goals.
• Strong leadership skills with an ability to bring together diverse perspectives to co-create.
• Influence and coach team members on key P&C and business issues as well as how to attract, select, develop, manage, and retain the best talent to drive results.
• Develop talent strategies for the regional leadership team and confidently present at executive level meetings. Develop a strong succession pipeline strategy for the growing team.
• Provide insights and feedback to People & Culture Centers of Excellence (COEs) (For example: Talent Activation, Talent Acquisition).
• Represent voice of the business to P&C leaders and voice of P&C to the business.
• Act as the key business and P&C intermediary, translating business strategy to inform P&C and P&C strategy to inform the business.
• Speak the language of the business; understand its products, services, business models, market trends, financial drivers, measures and strategies; and know how these create competitive advantage.
• 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.
• Leverage COE talent frameworks to develop proactive talent management solutions including workforce planning & org design, succession planning, performance management, talent attraction & acquisition, diversity & inclusion, and health & wealth that includes compensation, mobility, benefits.
• Monitor core cultural metrics and indicators to ensure core behaviors and mindsets are embodied and actively fostered by leaders.
• Partners closely with ER & Compliance on matters in the market and works to resolve.
• Support with any LR activity or potential concerns (i.e. Pay Compliance in Australia).
• Proactively anticipate, lead, champion, and sponsor significant transformational initiatives to enable and/or implement sustainable change and drive business results.
• Drive the right level of localization of program, policy and process application, achieving the delicate balance between business needs and enterprise efficiency.

Qualifications

• 15+ years of proven experience in a senior People & Culture / Human Resource leadership role, preferably in a global company with operations in EMEA.
• Minimum 10 years in a people leadership role.
• Strong strategic thinking and business acumen; communication and interpersonal skills, and ability to navigate culture nuances and work.