HR Manager

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.

MAIN PURPOSE

We are looking for a qualified HR Manager to oversee all human resources operations and ensure they're aligned with our business goals.

Our ideal candidates should have solid experience with HR practices and employee management. You will communicate with the board of directors and with senior managers to express new ideas and suggest solutions, considering budget limitations and our company culture.

Ultimately, you should be able to act as a consultant on human resources management and organizational changes.

In essence, the Human Resources Manager plays a critical role in ensuring that the organization has a skilled, engaged, and productive workforce. Responsible for managing all aspects of the employee lifecycle, ensuring compliance with applicable laws and regulations, and aligning HR strategies with the organization's overall business goals. Contribute to employee satisfaction, reduce legal risks, and support the overall success of the organization. Provides administrative support to the Human Resources Director on all human resources areas. In charge of Monthly HR metrics, Policies & Procedures, Organizational Structure, Training, Organizational Development, Engagement Program, ESG & Inlusion initiatives and involve in all HR Project to be implement in our Business Platform.

KEY RESPONSIBILITIES

Key responsibility 1: Human Resources general topics

• Partners with leadership to align HR strategy to business strategy.

• Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.

• Analyses trends and metrics in partnership with HR peers to develop solutions; programs and policies.

• Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation.

• Actively participates in recruitment campaigns when possible with Talent Adquisition Manager; job fairs; college relations programs; general networking; etc. to ensure robust candidate pipeline

• Co-facilitates New Employee Orientation program for new hires.

• Leads and/or supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrollment; etc

• Leads Internal Communication Program.

• Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs.

• Partners with Human Resources Director and appropriate Richemont leaders to grow the capacity of the organization's key talent to include high potential identification (via Talent Management) and associated development programming, etc.

• Expats support on migration process and during on-boarding to Mexico.

• Key responsibility 2: Internal Communication

• Serves as the liaison and spokesperson for the human resource leadership team, providing collaborative guidance and advice on integrated communication strategies to build employee morale, productivity, retention, and policy compliance.

• Takes the lead in the research, development, drafting, publication, and distribution of the employee handbook; conducts informational meetings, training sessions, and other communication forums to explain and discuss human resource policies.

• Communicates initiatives and deadlines to employees in a variety of print, digital, and interpersonal ways; tasks may include creating and publishing company newsletters, calendars, blogs and Intranet posts, and hosting meetings.

• Implements, conducts, facilitates, and/or analyzes results of employee morale and retention initiatives such as incentive programs, stay interviews, career development meetings, employee surveys, and exit interviews.

• Provides guidance and coaching to managers, supervisors, senior leaders, and the HR department on communication strategies; assists with challenges such as low morale, high turnover, absenteeism, layoffs, and other difficult conversations.

• Promotes and attends special events and functions; promotes and reports on corporate milestones and activities such as company goals and projects; new products or services; community service activities; and new hires, promotions, and retirements.

• Maintains knowledge of trends, developments, and best practices in employee retention, morale, recognition, productivity, and incentives.

• Key responsibility 3: Training and on-boarding program

• Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives.

• Develop the Internal Training Program per year from the needs detection to the establishment of the program. Organization of trainings also on his/her hands.

• Scouting and selection of best Training options within the market and in references of our needs.

• Responsible of the Database Training file.

• Responsible of the presentation of training programs to local authority and the follow up of records.

• Guarantee the investment return of the Internal Training program.

• Guarantee monthly compliance training and process monthly report.

• Guarantee the on-boarding program of all new joiners. Guarantee the on-boarding process within all areas on time and according standards.

• Key responsibility 4: Organizational Development

• Succession planning TOP PRIORITY : select and develop key talent to ensure there are talents to fill in critical roles .

• Guarantee the preparation, design and implementation of Succession and / or Retirement and Career Plans.

• Analyse and monitor the development of policies, projects and programs related to the improvement of the Organizational Climate and staff motivation, as well as their subsequent implementation.

• Develop activities aimed at the welfare of the staff and the improvement of the climate and organizational culture.

• Develop initiatives to improve and guarantee internal communication within the Group.

• Direct and supervise the development of policies, projects, plans and programs aimed at promoting the Quality of Life at Work, the Integral Health of employees, Safety and Environmental Hygiene and the prevention of Accidents and Professional Illnesses, and their subsequent development and implementation.

• Supervise the integration and holding of meetings of the Safety and Hygiene Commission and brigades.

• Key responsibility 5: Engagement Program plus ESG & Inclusion initiatives

• Develop annual Engagement Program plus ESG & Inclusion initiatives according HR Trends.

• Guarantee annual committee´s integration in the 3 topics.

• Guarantee annual action plan for Engagement plus ESG & Inclusion and track the performance of each according annual calendar.

• Key responsibility 3: Personnel Records Maintenance / Workday

• Ensure employee data is maintained up to date in all company record keeping systems and files including Payroll software (TREES), Workday, files, excel files, etc.

• Updated employee data includes changes in status, departments, titles, salary, vacation record, sick time record, personal information changes, cost center changes, org unit change, buildings changes etc.,

• Ensure that the results of Workday Audits are as required.

• Prepare the HC Report and ensure accuracy in information containing

• Prepare the Vacancy Management Report and ensure accuracy in information containing

• File all documents and correspondence into personnel files.

• Prepare, recommend and maintain records and procedures for controlling personnel transactions and reporting personnel data timely

• Conciliate FTE: Workday / Anaplan.

• Responsible for ensuring NO error in audit reports.

• Co-responsible for Personnel Cost Planning / Workday

The preceding Key Responsibilities statements are intended to describe the general nature and level of work performed by the people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel assigned to this position.

JOB PROFILE
Education:

• Bachelor's degree in HR, Administration is preferred

Required experience:

8-10 years of job-related experience, preferably in a human resources department

Technical skills / abilities:

• Experience in Workday is preferred

• Proficient in Microsoft Word and Excel, Canvas or Genially

• Working knowledge of multiple human resource disciplines, including training, organizational diagnosis, communication, diversity, performance management, motivation & integration, and federal and state respective employment laws.

• Bilingual (English/Spanish)

• Overall knowledge of State and Federal labor laws

• Knowledge of general HR principles and practices

Personal skills
The successful candidate will have the following personal qualities:

• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

• Excellent time management skills with a proven ability to meet deadlines.

• Excellent time management, planning and organizing skills; ability to prioritize and plan work activities

• Dependability

• Excellent interpersonal and customer service skills.

• Excellent verbal and written communication skills.

• Strong analytical and problem-solving skills.

#Richemont #WeCraftTheFuture

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