About

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 The Senior HR Manager will support Cartier’s iconic Fifth Avenue boutique, with occasional support covering Cartier’s other NY metro boutiques (Hudson Yards, Soho and Short Hills). You will play a role in the recruitment, growth, and development of over 100 Cartier employees. The Senior HR Manager will work closely with the respective leadership team and human resources team to help develop and implement people strategies to enhance business each boutiques performance and meet strategic business objectives through organization design, learning and development, performance management, career, and succession planning. This is not a remote position and will be based out of Cartier’s Fifth Avenue boutique, 4 days per week, minimum. Responsibilities Full HR day-to-day support, performance, and employee relations management, interviewing prospective candidates, identifying, and sharing insights to increase organizational efficiency and effectiveness, and support in managing key HR processes such as annual compensation process, Talent, and Org reviews. Oversee employee performance management from ER & investigations to employee concerns within the dedicated client group in partnership with HRBP. Support in the design, implementation and follow up of employee Performance Improvement Plans (PIP) following annual reviews or isolated performance issues, ensuring PIP’s are SMART in objectives and fair Ability to investigate and resolve all levels (from mild to complex) employee relation issues. Support leadership to drive core competencies of expected KPI’s, behaviors and identify gaps. Conduct new hire check in’s, employee roundtables & exit interviews. Drive local compliance within operational delivery with key leaders from internal protocol to external legal requirements. Identify gaps and risk and report. Support, guide and coach managers on policy direction and implementation. Advise leadership team on basic principles of local labor law and highlight risk where appropriate. Hold daily check-ins with business leaders to provide HRBP strategic workforce planning: talnt opportunities + planning within the department, provide leaders with coaching recommendations to improve overall team performance Attend leadership meetings and contribute with a clear HR Agenda. Drive review, strategy, and follow up initiatives from monthly engagement surveys. Provide coaching and guidance to employees on all employment matters. Partner with Hiring Managers & Talent Acquisition in attracting and hiring candidates whose competencies and experience supports the business needs and evolution of the skills & competencies required. Animate data analytics in partnership with coordinator to provide regular updates around HR metrics. Utilizing data create HR Action Plan to achieve HR KPIs and goals. Oversee the visa and relocation process as needed. Lead the headcount planning process for client group, ensuring review, collection and obtain finalized HC on a bi-weekly basis. Partner with L&D to highlight gaps and opportunities within the business by advising of training concepts/interventions required and set requirements of expected ROI. Provide support to the HR Director in implementing new programs and initiatives that will continue to develop employees and contribute positively to the culture and employee engagement. Collaborate with key partners in Learning & Development Compensation, Benefits & Legal to ensure key HR deliverables are met. Partner closely with COEs to improve HR Efficiencies and ways of working. Identifies key opportunities and develops solutions to address improvements. Collaborate with key leaders from the business in the implementation of employee events and awards (Carat Club, Service Anniversaries). Lead national change management programs locally with respective line manager. Partner with employees at all levels across the region to better understand and incorporate their needs into training, career-pathing, and development initiatives 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 partnership 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. Proactive in sharing insights to increase organizational efficiency and effectiveness Manage key HR processes such as annual compensation process, Talent, and Org reviews. Key lead on Talent review process in facilitating meetings, adding input based on knowledge of employee and business, and compiling and putting together presentations for review with Executive team. Qualifications A minimum of 8 years of experience in Human Resources management, with skills in high volume employee relations, talent management, recruiting, and performance management. Knowledge of US and NY state employment laws. Agile approach to people concepts and business strategy Demonstrated effectiveness in identifying needs, developing action plans and executing deliverables and presenting outcomes and recommendations. College degree in a related area, MBA or master’s preferred. Experience within a talent role with an organization known for successful talent management is ideal. 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 or senior-level leaders to improve leadership performance. Strong negotiating and conflict resolution skills. Strong verbal and written communications skills. Strong systems skills including competency in SAP Human Resources and Microsoft Excel Must possess strong leadership and customer service skills. Experience in a retail environment strongly preferred. We Offer Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are also available. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change. At Richemont, We Craft the Future! Expected salary range: $140,000 to $160,000 plus incentives #Richemont #WeCraftTheFuture In our Group, you can start anywhere and go everywhere. Internal mobility is one of the best growth accelerators to develop within Richemont and our Maisons. We encourage our people to be curious, drive their own career, and dream big.