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Director, People Strategy & Planning - PVH Corp.

New York, New York, United States of America
Closing date
14 Oct 2022

Job Details

The PVH HR function is responsible for creating competitive and "uniquely PVH" Pay, Benefits, Talent Management, Learning, I&D and Associate Experience programs that enable us to attract, retain and engage top talent. This work is fueled by a leadership team that focuses their expertise and collaboration on our strategy and plans, people programs and practices.

The People Strategy & Planning team is tasked with building a multi-year strategy, aligning the work with PVH's vision, and translating and operationalizing HR priorities through clarity, direction, and focus. The team also plays an instrumental role in creating a vision and roadmap to transform HR at PVH. The team is passionate about driving results through partnership and co-creation. They bring expertise in strategy, project and program management, and communications.

The primary role of the Director , People Strategy & Planning is to translate the HR strategy into operational goals that are integrated into daily operations. They will drive the development, alignment, and refinement of the enterprise people strategy, working with HR leaders within the regions and the global COEs. The Director will also contribute to and support the evolution of HR's global operating model.


Strategy & Planning

The Director , People Strategy & Planning is part of a unique team supporting the CPO in the development, communication, and delivery of the HR strategy and roadmap, grounded in PVH strategy. This role also partners on cross-functional strategic planning, develops insights, articulates program value, and helps drive sustained adoption of our people practices and programs, with a focus on the associate as our consumer. Specifically, this individual will:
  • Lead and support high visibility HR projects by scoping, planning, and managing projects, directing resources, influencing diverse stakeholders and communicating progress and roadblocks
  • Directs the execution of HR strategies and recommends operational plan with expected impacts across multiple time horizons
  • Support the development of internal processes or drive distinct projects as required to optimize the efficacy, agility and impact of the HR function
  • Leverage key tools and frameworks to facilitate HR strategy development
  • Contribute to and help facilitate strategy input forums with stakeholders to ensure strategic plans support business growth, brand strategies/priorities, value creation, and risk mitigation
  • Liaise with and support HRLT in collaborating with regional HR teams and HR strategy leads to set appropriate annual and multi-year goals
  • Model and facilitate ways of working to maximize enterprise-wide HR efficiencies and impacts
  • Partner with the HR COEs and People Analytics team to set, track, and review key metrics/success factors and adjust strategy and/or objectives appropriately
  • Lead and facilitate HR portfolio reviews to evaluate usage, effectiveness, and impact of strategic HR systems and initiatives
  • Support the VP, People Strategy in partnering with the HR COEs, Corporate Communications, and Foundation teams to support the annual processes for headcount planning, budgeting, strategy development and submission
  • Conduct research and benchmark external best practices, current and future trends, and innovative solutions from the marketplace

Functional & Team Communications

The role will work closely with the VP, People Strategy to partner with the Internal Communications team to articulate the CPO's vision, mission, strategy, and tactical expectations through communication channels and events reaching the HRLT, the broader HR organization, and critical internal partners and stakeholders.
  • Visualize information, data, and insights to craft a compelling narrative of HR strategy
  • Prepare presentations and other assets for leadership, town halls, Board meetings, and other internal or external forums
  • Support the VP, People Strategy in managing the meeting cadence for the HR function, inclusive of:
    • Leadership Team: staff meetings, team development sessions and offsites
    • Extended Leadership Team: project / program meetings to track progress and escalate issues to the Leadership Team, manage meeting agendas
    • HR, Corporate Communications and Foundation associates: regular Leadership updates, All Hands meetings/town halls, and cascade meetings
    • Planning meetings with counterparts in other functions to prepare the CPO/HRLT for Power Plan and HRLT meetings and offsites
  • Support the development and use of the HR "leadership voice" and support and/or present at external speaking and conference presentations for the CPO in partnership with Internal Communications


The Director, People Strategy & Planning role requires the demonstrated ability to:
  • Plan at both the overarching, "big-picture" level as well as the discrete task level
  • Navigate across a highly matrixed global organization, managing relationships and organization dynamics with discretion, tact and political savvy
  • Lead and manage cross-functional projects and/or programs
  • Prioritize work effectively, driving progress on multiple fronts
  • Synthesize information and data to tell stories
  • Architect and put in place processes to facilitate the alignment and execution of priorities
  • Research innovations in HR practices across key disciplines
  • Exhibit excellent interpersonal communication and relationship management skills
  • Exhibit strong project leadership, consulting, and influence skills
  • Facilitate and steer meetings or discussions with diverse teams
  • Compose and write business plans, recommendations, reports, and internal presentations to management
  • Establish credibility and influence with associates at all levels of the organization
  • Manage direct report(s), provide feedback and coaching, to achieve individual and team goals


  • 8+ years of relevant experience in Human Resources and / or business strategy, change management, or related field
  • Experience in leading complex strategic projects or portfolio management
  • Experience in consulting, retail or consumer products industries a plus
  • Experience managing people

  • University/college degree, or comparable work experience

  • Think strategically and contextually, and to anticipate the needs and expectations of executive leaders
  • Able to work creatively and analytically in a problem-solving environment
  • Uses data and information to inform decisions and make recommendations
  • Able to lead multiple work streams in the face of change and ambiguity
  • Deliver verbal and written presentations/materials appropriate for executive level audience
  • Strong business acumen, judgement, instincts, and organizational skills
  • Experience managing complex projects across multi-national organizations, from planning through execution, including familiarity with key project management frameworks
  • Able to break down complex problems into manageable pieces
  • Able to overcome obstacles and deliver results
  • Able to build, manage and foster a team-oriented environment
  • Intermediate to advanced proficiency in Microsoft Excel or Smart Sheets, and PowerPoint

PVH Corp. or its subsidiary ("PVH") is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications, consistent with applicable law and without regard to race, color, sex, gender identity or expression, age, religion, creed, national origin, citizenship status, sexual orientation, genetic information, physical or mental disability, military status or any other characteristic protected under federal, state or local law. In addition to complying with all applicable laws, PVH also has a strong corporate commitment to inclusion, diversity and to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential. To achieve these goals, across the United States and its territories, PVH prohibits any PVH employee, agent or representative from requesting or otherwise considering any job applicant's current or prior wages, salary or other compensation information in connection with the hiring process. Accordingly, applicants are asked not to disclose this salary history information to PVH


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