Full Job Description
Reference Code: 18279
Director, Human Resources Business Partner
New York, NY, US
Richemont owns some of the world’s leading luxury goods Maisons, with particular strengths in jewellery, fine watches and premium accessories. Each Maison represents a proud tradition of style, quality and craftsmanship and Richemont seeks to preserve the heritage and identity of each of its Maisons. At the same time, we are committed to innovation and designing new products which are in keeping with our Maisons’ values, through a process of continuous creativity.
Director, Human Resources Business Partner - Montblanc North America
The HRBP Director will lead the Human Resources strategy for the North America Montblanc brand and provide strategic counsel and consultative partnership to leaders to drive brand growth and evolution. This human resources business partner will enable the brand to tackle organizational challenges and build a talent-obsessed culture. The successful individual will be a strong generalist practitioner, with key experience in retail, providing high volume employee relations solutions, and driving and delivering talent management services in support of Richemont’s initiatives.
The HRBP Director will work closely with the brand leadership and Human Resources teams to help develop and implement leading-edge talent processes and employee relations practices. Currently reporting to the SVP, the role will assist in enhancing business performance through organization design, alignment, accountability, culture shift and process improvement.
As HRBP Director of Montblanc North America, you are responsible for leading and directing the activities of human resources which support the sales channels and support staff to meet the Company's sales objectives while remaining consistent with the brand’s corporate policies, procedures, and philosophies. Place high priority on providing quality customer service by proactively managing employee development, talent and performance management processes.
Oversee and drive the regional delivery and execution of HR programs and services consistently across brand, function, or geographic areas based on a deep understanding of the regional business strategy, environment, and the people management implications.
Identify regional trends within the brand and validate issues for action within the HR service delivery model; participate in and influence the development of solutions within centers of excellence.
Be connected to the organization to monitor and assess the level of HR impact, influence and partnership within the organization and work with key business partners to ensure that there is alignment on delivery of quality HR services and outstanding performance of the HR organization.
Be a contributing member to the brand leadership team
Talent Management & Organizational Development:
Assess development needs and programs accordingly to raise the level of human resources awareness and competencies. Ensure that development plans include technical as well as professional development. This role will require extensive collaboration with leaders to develop specific training tools to meet their needs.
Partner with employees at all levels across the Company to better understand and incorporate their needs into training, career-pathing, and development initiatives in relation to Global and Regional guidelines.
Manages organizational development (OD) strategies and processes, assesses OD needs of operating, business and functional units.
Ensure that all HR policies and procedures are being adhered to fairly and consistently.
Coach Managers in dealing with performance management and Employee Relations issues.
Lead workplace investigations and provide thorough and detailed research, analysis and recommendations, partner with the RNA in-house attorney where appropriate.
Staffing & Recruitment:
Drive an efficient and effective Staffing & Recruiting process that is reflective of Richemont’s values and principles.
Coordinate the recruitment process with the Hiring Manager and Talent Acquisition team.
Ensure that the Hiring Manager has developed a departmental induction and on-boarding process consistent with Company process, and is prepared to welcome and integrate the new hire.
Liase with the HR Learning & Development Director to ensure coutinuity in training for Managers and employees.
Performance Management (PMP) and Salary Review Process:
Manage and guide all Managers throughout the Performance Management Process and ensure that PMP forms are being completed in a timely manner.
Provide overall support and advice in delivering performance management reviews.
Partner with the HR Compensation Team in determining compensation increase and bonuses, when appropriate, and guide managers during the salary review process.
Acquire and maintain strong knowledge of Employee Benefit programs, FMLA guidelines and Company leave of absence processes in order to assist employees with inquiries and partner with the RNA Benefits Team on claims management.
Assist employees and management teams with payroll questions and inquiries relating to payroll, direct deposits, earned time off, holiday pay, etc.
Partner with the Benefits team with annual open enrollment or other benefit programs as needed.
A minimum of 10 years of experience in Human Resources, with strong experience in high volume employee relations, talent management, recruiting, and performance management, as well as compensation & benefits administration.
Skilled in managing HR matters in a fast-paced retail environment, including management of retail and wholesale environment employee relations and performance management issues is mandatory.
Experience within a talent role with an organization known for successful talent management is ideal.
Knowledge of U.S. state employment laws and regulations is a must, Canada is a plus .
Experience coaching mid and senior-level leaders to improve leadership performance.
Excellent negotiating and conflict resolution skills.
Team player, who works effectively on a high performing team and within a matrix management environment.
Drive-for-results orientation with the ability to translate complex, strategic topics into specific, understandable goals, tactics, action plans and deliverables.
Excellent interpersonal and consulting skills in managing employees at all levels, including leadership, influencing and relationship-building across functions.
Demonstrated effectiveness in identifying needs, developing action plans, executing deliverables and presenting outcomes and recommendations.
Strong verbal and written communications skills.
Hands on attitude , results oriented
Must possess strong leadership skills and have strong customer service skills.
Knowledge of SAP is a plus.
International work and organisation experience a plus.
Experience operating in a matrixed organization.
English language is required.
College degree in a related area, MBA or Masters preferred.
LEARN MORE ABOUT LIFE AT RICHEMONT AND OUR MAISONS BELOW