HR Director

At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.

HR Director - CA

Cartier | Los Angeles

Reports to: VP, Commercial Human Resources

Role Overview

The HR Director – California acts as a business partner for 200+ luxury retail employees within Cartier retail boutiques across California. The HR Director sets the HR vision for the California region population and manages 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. The person in this role holds a deep understanding and passion for luxury retail business and developing people. They are a thought leader in translating business goals to HR strategy in order to evolve the boutique and employee experience through a people-first focus.

Responsibilities

Recruitment

1. Facilitate Cartier’s regional recruitment strategy, ensuring the talent acquisition process reflects Cartier’s values and guiding principles.
2. 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.
3. 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.
4. Develop and promote a strong employer brand value proposition in the region. Build an internal talent pipeline.
5. Oversee onboarding and induction.
6. Strategize and implement solutions to support employee attraction and retention; regularly monitor open position reports and analyze turnover for benchmarking purposes.
7. Coach Hiring Managers on all aspects of Cartier’s recruitment, interviewing and onboarding processes.

Performance Management

1. Direct performance management strategy in accordance with Richemont North America Human Resources guidelines and timelines.
2. Identifying and resolving issues to foster individual and team growth.
3. Proactively manage performance issues to mitigate risk to the business and ensure that employees are given consistent feedback on their performance.
4. Proactively manage employee relations to ensure optimal performance and work environment.
5. Strategize and implement programs that are designed to build employee engagement and reduce turnover in the region. Utilizing data from our Employee Survey it will be important to follow up on the actions of the California region and each boutique therein.
6. 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

1. Direct the compensation planning and performance/salary review process for the California Region employees and in partnership with the Commercial HR team in holistic review.
2. Develop and implement appropriate compensation and bonus strategies and recommendations based on business objectives, financial achievements in the region and individual performance.

Career & Succession Planning

1. Direct the career management and succession planning processes for the California Region population and work with HR Leadership and HR Counterparts on the total succession planning.
2. Facilitate talent review meetings to assess potential talent ratings and employee readiness in the region; partner closely with Cartier HR leadership to plan appropriate next steps including tangible action plans.
3. Develop regional talent strategy based on talent analysis data; incorporate results as part of the Cartier HR Strategic Plan.
4. Actively promote internal mobility, both in the region and internationally.

Headcount Management

1. Key focus in effective headcount management for region in partnership with Finance.

40% travel required; Boutique locations: San Francisco, Palo Alto, Valley Fair, Topanga, Beverly Hills, Costa Mesa, San Diego.

Qualifications

1. 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.
2. Prior managerial experience is required. Ability to effectively lead, manage and inspire a team remotely.
3. College degree in a related area, MBA or Master’s Degree preferred.
4. General knowledge of and experience with U.S. & California employment laws is a must.
5. Experience in luxury retail industry a plus. Hospitality background is also a plus.
6. Demonstrated ability to be an effective change agent through business evolution. Strong ability to drive progressive change management and process improvement.
7. Demonstrated ability to prioritize workload and manage multiple projects/timelines while being agile and flexible to pivot according to changing needs.
8. Strong interpersonal and consulting skills in dealing with employees at all levels of the organization, including leadership, influencing and relationship-building across functions.
9. Experience coaching mid and senior-level leaders to improve leadership performance.
10. Change Management / Transformation experience is a plus.
11. Enthusiastic and positive team player with strong change agility.
12. 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.
13. Excellent judgement and impeccable follow through.
14. Drive-for-results orientation with the ability to translate complex, strategic topics into specific, understandable goals, action plans and deliverables.
15. Excellent interpersonal and consulting skills, including leadership, influencing and relationship-building across functions in a fast-paced matrix environment.
16. Demonstrated effectiveness in identifying needs, developing action plans and executing deliverables and presenting outcomes and recommendations.
17. Utilize reporting to interpret and analyze data to make recommendations and help inform our planning and decisions.
18. Ability to prioritize and set realistic goals/milestones.
19. Strong adaptability mindset and comfortable navigating through change effectively.
20. Proactive solution-focused approach to problem solving.
21. Forward thinking, open minded and creative as related to our planning and approaches.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.

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: $175,000 to $190,000. Salary will be determined based on relevant skills and experience.