HR Director

• Build and maintain strong, trusting, productive relationships with Functions leaders, as well as a deep understanding of the specific roles and responsibilities within each function.
• Continuously collaborate with the HR Centers of Expertise; including Talent, Total Rewards, Learning and Development, Employee Relations, Internal Communications, and HR Operations to drive the accomplishment of each Function’s people-related goals and priorities.
• Build and maintain collaborative partnerships with the Region’s HR Leadership Team to drive consistency and operational efficiency, and share best practices.

• In collaboration with Learning and Development, plan and implement a performance management strategy across the Functions teams that aligns with Group and Region guidelines and priorities to optimize employee performance.

• Promote Richemont’s My Performance Journey (MPJ) philosophy, supporting managers and employees in executing annual MPJ processes.
• Strategize and implement programs designed to enhance employee performance, build engagement, and reduce turnover.
• Partner with Employee Relations and Legal teams to manage employee performance issues by conducting investigations, resolving disagreements and disputes, leading termination processes, and supporting the company in any litigation proceedings, as necessary.
• Coach managers on all aspects of employee relations to continually drive individual and team performance.

• In collaboration with the Total Rewards team, oversee the compensation planning and salary review process for all RNA Functions employees.

• Develop and implement appropriate compensation and bonus strategies based on business objectives and financial achievements in the Region.
• Partner with RNA Functions leadership and HR leaders to approve and execute employee status changes (e.g. promotions, salary increases, off-cycle bonuses, etc.).
• Facilitate the communication of total rewards programs and incentives.

• Support, promote, and actively contribute to the success of RNA’s L&D programs to drive employee development and career growth.
• Identify L&D needs among Functions teams and implement strategies to address skill and competency gaps.
• Maintain ongoing communication with L&D team to ensure that the needs of Functions teams are represented in the development of L&D programming.

• Collaborate with Talent team to drive strategic recruitment practices in the Region.
• Connect Talent team with Hiring Managers to facilitate the attraction, recruitment, and hiring of candidates whose talent, competencies, and experience support business needs and role requirements across the Functions teams.
• Coach Hiring Managers on all aspects of recruitment, interviewing, and onboarding processes.
• Support the ongoing development and promotion of a strong employer brand value proposition in the Region.
• Contribute to the growth of an internal talent pipeline.
• Regularly monitor and share open position reports and turnover data for benchmarking and planning.
• Plan and oversee all onboarding and induction activities for new Functions employees.
• Actively promote internal mobility, both in the Region and globally.

• In collaboration with Talent team, support the annual People Review process.

• Facilitate career committee meetings to assess potential talent ratings and employee readiness in the region; partner closely with RNA HR to validate results and plan appropriate next steps.

• Support employee compliance with all RNA and Group employment policies and procedures.
• Maintain awareness and understanding of relevant U.S. and state-specific employment laws and regulations.
• Execute and manage all administrative and operational processes and requirements related to Functions teams’ people needs.

• Conduct workforce analysis, including organizational structure, headcount planning, and turnover, and partner with Functions leaders to develop appropriate strategies.
• Manage budget and implement expense reduction strategies, as needed.
• Recruit, hire, develop, and coach direct reports to achieve optimal business performance and individual career growth.
• Actively network within the industry and global Richemont HR community.

• Geographical areas of responsibility: New York State; New York City; and Shelton, CT.

• Some travel required including regular presence in New York Olympic Tower and Shelton, CT offices.

• Bachelor’s degree in a related area; MBA or Master’s degree preferred.
• 10+ years of experience in Human Resources management with proven success in talent management, employee relations, recruiting, performance management, and compensation and benefits administration.
• General knowledge of U.S. employment law is essential.
• Retail industry experience, ideally in a luxury environment, preferred.
• Strong interpersonal and consultative skills to effectively manage relationships with employees at all levels of the organization, including leadership.
• Strong influencing and relationship-building skills.
• Ability to lead and operate effectively in a hybrid work structure.
• Experience coaching mid and senior leaders to improve leadership performance and manage people issues.
• Excellent negotiating and conflict resolution skills.
• Drive-for-results orientation with the ability to translate complex, strategic topics into specific, understandable goals, action plans, and deliverables.
• Successful experience in a fast-paced and complex matrixed organization.
• Demonstrated effectiveness in identifying needs, developing and executing action plans, and presenting outcomes and recommendations.
• Strong verbal and written communication skills, including dynamic presentation skills.
• Strong customer service orientation.
• Strong affiliation with Richemont values and competencies.