Boucheron - Human Resources Director Emea (F/H)/x - Paris, France - Groupe Kering

Groupe Kering

Entreprise vérifiée

Paris, France

il y a 2 semaines

Posté par:

Sophie Dupont

beBee Recruiter

Description

Summary

Created by Frédéric Boucheron in 1858, Maison Boucheron has evolved through four generations of direct descendants.

A visionary designer and the very first of the great contemporary jewelers to open a boutique on Place Vendôme, Boucheron still embodies absolute excellence in Jewelry, High Jewelry and Watchmaking today.

The Boucheron style, free and daring, never ceases to invent the classics of tomorrow.

Job Description:

Job title:
Human Resources Director EMEA

Job description:
The HR Director, EMEA, will be a strategic business partner and work cross-functionally within the regional scope.

They will build and optimize organizational design and processes, establishing a strong development & growth culture geared towards retaining talent, as well as design and deploy HR KPIs and analytics to drive data-based decision-making.

KEY RESPONSIBILITIES:

BUSINESS PARTNERSHIP:

Work in partnership with the Regional President and CPO to identify people implications of business plans.
Monitor key people KPIs and adjust HR strategies to continuously drive performance.
Using data and insights, partner with managers to ensure efficiency and collaboration.
Design & deliver targeted people solutions to changing business and talent needs as the retail industry evolves.
Promote diversity & inclusion across the business, be a brand ambassador for employees.

TALENT ACQUISITION:

Manage the recruitment process for all vacancies within the scope of EMEA.
Build effective relationships with external recruitment agencies.
Prepare financial offers and draw up employment contracts for new hires.
Coordinate onboarding of new joiners and occasionally conduct new employee orientation meetings to accelerate effective and smooth integration.
Support the Talent Manager by participating in recruiting events and sourcing activities (i.e., job fairs, job meetings, career day, university events) in line with our employer branding strategy.

TALENT DEVELOPMENT:

Sponsor and facilitate development actions across the organization, with a specific focus on identified Emerging and Key Talents.
Monitor and collect training needs in conjunction with line managers and Employee Engagement Manager and define relevant training actions.
Deploy performance and talent review programs to ensure effectiveness, compliance, and equity within the organization, advising managers and employees.
Recommend salary changes targeted to specific actions, such as appointments, promotions, transfers, demotions, and retentions.
Management of Internal mobility cases within the relevant scope.

EMPLOYEE RELATIONS:

Management of complex employee relation cases independently or with the support of legal experts (internal or external).
Advise employees and HRD on local employment legislation.
Prepare employee separation notices and related documentation and conduct exit interviews.
Identify legal requirements and government reporting regulations impacting human resources functions and ensure policies, procedures, and reporting are in compliance.
Occasional participation in CSE meetings in cooperation with the Corporate & Industrial Relations HR Manager, according to specific needs and/or as planned in the annual CSE calendar.

COMPENSATION & BENEFITS:

Oversee the analysis, maintenance, and communication of records required by law or local governing bodies or other departments in the organization in cooperation with the C&B team and Kering HR Shared service contacts in the markets.
Administer and assist employees on benefits programs such as life, health, pension plans, vacation, sick leave, leave of absence.
Review and submission of all store monthly commission payments.

HR PROJECT MANAGEMENT & KERING PROCESSES:

Management of the yearly budget cycle (twice a year), including HR workforce planning within the assigned perimeter with respective line managers by evaluating immediate and long-term staff/skills/capabilities requirements.
Management of Payroll Costs Budget and HR costs controlling according to the specific geographical perimeter also providing input for the yearly forecasting.
Participation in internal and external compensation and benefits benchmarking.
Consolidation of the yearly compensation review and bonus payments, including the collection of individual proposals with all corporate and retail managers within the perimeter.
Management of the yearly Talent Review process.
Coordination of company processes, including hybridremote culture and implementation of the New Ways of Working policy across the region.
Generate regular and adhoc reports on specific HR metrics, including dashboards and key performance indicators related to the relevant population.

PROFILE: