HR Director, Southeast

Responsibilities

• Generalist:
• Key focus in providing coaching, guidance and recommendations to region client team in alignment with our people and business growth strategies.
• Be a thought leader on our people and organization topics to create HR plans in support of our transformation and growth agenda and people development goals within the California region.
• With strong collaboration amongst full Commercial HR team, provide ongoing region insights to help inform our holistic HR Commercial priorities roadmap and people planning.
• Effective partnerships with leaders and employees to develop thoughtful people strategies focusing on talent acquisition, talent management and development, career and succession planning, training/ upskilling plans, engagement, recognition and fostering an inclusive culture
• In partnership with Learning and Development, create and execute upon comprehensive people plans quarterly including learning and development priority roadmap based on current and future needs identified for East region
• Recruitment:
• Facilitate Cartier's regional recruitment strategy, ensuring the talent acquisition process reflects Cartier's values and guiding principles.
• Collaborate with Talent acquisition and Regional leaders to implement strategic recruitment practices in the region, priorities set and talent profiles aligned to business needs and growth
• 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.
• Identifying and resolving issues to foster individual and team growth
• Proactively manage performance issues to mitigate risk to the business and 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 Survey from this year 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 performance/ salary review proce

Benefits

Additional Information

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity. Role Overview HR business partner overseeing 200+ Luxury Retail employees within our Boutiques and leaders across our Southeast Region. Setting the HR vision for the region population and managing all day-to-day HR activities. This role is both strategic and hands on and provides full cycle HR support and thought partnership. This role is instrumental in helping to define and implement our HR Commercial strategy to ensure we continue to build strong, highly engaged teams who are well poised for continued growth. With a deep understanding and passion for Luxury retail business and developing people, be a thought leader in translating business goals to HR strategy to continue to evolve the boutique and employee experience through people first focus.

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