Regional Human Resources Director
Regional Human Resources Director - West Region Retail
The story of Cartier is founded on audacity and passion. For more than 170 years we have embraced a bold, pioneering spirit that continues to inspire our teams across all Métiers from our boutiques to our workshops and corporate offices. Our 7,500+ colleagues of 90 nationalities are united by a shared independent spirit and commitment to excellence, striving to continuously enrich our Maison’s heritage by pushing the boundaries of creativity.
The Position: We’re looking for Regional Human Resources Director.
MAIN PURPOSE
Strategic HR business partner overseeing 200 Luxury Retail employees within our Boutiques and leaders across the West Region. Setting the HR strategy/vision for the West Region population and managing all day to day HR activities. This role is both strategic and hands on and provides full cycle HR support. HRBP West Region is critical in planning and executing our people and culture initiatives; providing strong partnership, coaching and guidance to West Region client team, and partnering effectively with Commercial HR team on the East coast in holistic HR priorities and people planning.
Generalist responsibilities to include coaching business partners, talent acquisition and management, succession planning, introducing data analytics as a way to help influence the business partners. Other key KPIs include performance and ER Management; interviewing prospective candidates and hiring for potential, active leader in sharing insights and managing key HR processes such as annual compensation process, Talent and Org review. Direct management of Assistant HR Manager (temporary employee). Core focus of work in 2020+ will be on retail transformation and rolling out new skills/competencies to the Boutique leaders and their teams, and helping guide leaders to assess against new capabilities. There is work to done on clarifying roles and responsibilities, training on new skills/competencies, coaching in key skills in performance management, compensation benchmarking, content for workshops/training, ways of working.
Recruitment
Facilitate Cartier’s regional recruitment strategy, ensuring the talent acquisition process reflects Cartier’s values and guiding principles.
Implement strategic recruitment practices in the region, in alignment with Richemont strategies.
Partner with Hiring Managers in attracting, recruiting and hiring candidates whose talent, competencies and experience supports the business needs and the evolution of the skills / competencies required in the transformation.
Develop and promote a strong employer brand value proposition in the region.
Build an internal talent pipeline.
Oversee on boarding and induction.
Strategize and implement solutions to support employee attraction and retention; regularly monitor open position reports and analyze turnover for benchmarking purposes.
Coach Hiring Managers on all aspects of Cartier’s recruitment, interviewing and onboarding processes.
Performance Management
Direct performance management strategy in accordance with Richemont North America Human Resources guidelines and timelines.
Conduct lunch and learns with managers about how to proactively manage performance issues to mitigate risk to the business and also ensuring that employees are given consistent feedback on their performance
Proactively manage employee relations to ensure optimal performance and work environment
Strategize and implement programs that are designed to build employee engagement and reduce turnover in the region. Following our Employee Barometer from this year – 2020/ 2021 will be important to follow up on the actions of each region.
Partner with Legal to conduct investigations; resolve all employee disagreements, terminations and litigation cases in full compliance with federal and state guidelines and Richemont governance.
Rewards
Direct the compensation planning and salary review process for West Region employees and with the Commercial HR team on the total roll up.
Develop and implement appropriate compensation and bonus strategies based on business objectives and financial achievements in the region.
Partner with the Cartier Business leaders and AVP of HR to approve employee status changes (i.e. promotions, salary increases, and special bonuses).
Career & Succession Planning
Direct the career management and succession planning processes for West Region Population and work with AVP of HR and HR Counterparts on the total succession planning.
Facilitate talent review meetings to assess potential talent ratings and employee readiness in the region; partner closely with Cartier HR AVP to validate results and plan appropriate next steps.
Develop regional talent strategy based on talent analysis data; incorporate results as part of the Cartier HR Strategic Plan.
Actively promote internal mobility, both in the region and internationally.
Headcount Management
Prior experience in HC Management is important given the complexities of our systems and the importance placed on tracking (we do quarterly review of budget/HC to our international HR partners). HC tracking is a big opportunity for us to improve in
DIMENSION
Headcount supervised: 1 Assistant Manager, HR
40% travel required
Boutique locations: Beverly Hills (Flagship), Las Vegas (3), Dallas, Houston, San Diego, Palo Alto, Scottsdale, San Francisco, Valley Fair, Costa Mesa, Topanga, Ala Moana (HI) and Vancouver.
QUALIFICATIONS
A minimum of 10-13 years of experience in Human Resources management, with skills in talent management, employee relations, recruiting, and performance management, as well as compensation & benefit administration.
Prior supervisory experience is required. Ability to effectively lead, manage and inspire a team remotely.
College degree in a related area, MBA or Masters preferred.
General knowledge of and experience with U.S. employment laws is a must. Well versed in California law.
Experience in luxury retail industry a plus. Hospitality background is also a plus.
Strong interpersonal and consulting skills in dealing with employees at all levels of the organization, including leadership, influencing and relationship-building across functions.
Experience coaching mid and senior-level leaders to improve leadership performance.
Change Management / Transformation experience is a plus.
Being and enthusiastic team player with a strong drive to create positive work environment and dynamic
Excellent influencing, negotiating and conflict resolution skills. Strong collaboration with client teams as well as HR team in sharing broadly business imperatives and making suggestions for improved ways of working, org dynamics
Excellent judgement and follow through
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, including leadership, influencing and relationship-building across functions in a fast paced matrix environment.
Demonstrated effectiveness in identifying needs, developing action plans and executing deliverables and presenting outcomes and recommendations.
Understanding the nuances of working in a global, matrixed environment
Candidate must be resilient, pragmatic with ability to keep the big picture in mind while we are in a state of “rebuilding” and elevating the talent.
Ability to prioritize and set realistic goals/milestones and to articulate needs to AVP HR as he/she does roadshow of the boutiques – identify support you need. Important adaptability mindset; comfort level navigating through change effectively and takes proactive solution-focused approach to problem solving and looks at problems as opportunities.