MAIN JOB OBJECTIVE

We are an HR team that brings value to our organization by being Business Partners.

As an HRBP to our Global HQ Corporate teams, you will be a key influencer in people, organization and business development. We grow our business and our clients through our teams while developing them to higher performance and engagement.

You will be working closely with departmental and team leaders for the following Global HQ departments:

Finance, 360 Marketing, PR/Communications, Story-Telling Copy Writing, Education, Operations, Supply Chain, IS&T, Digital/E-Commerce, Creative, Visual Merchandising/Store Design, Office Services, Legal, HR.

As an HRBP, you will manage all aspects of the employee lifecycle, fostering and maintaining employee relationships through coaching and advising, assist in organizational effectiveness efforts, as well as building consistency and compliance into daily HR related processes. 

Our HR team is people minded, collaborative, team spirited, proactive, progressive and solutions-oriented. As an integral member of our team, you will help develop integrated solutions in a number of key areas, such as recruitment, on-boarding/off-boarding, employee relations, talent development, internal mobility, succession planning, performance management, labor law compliance, HR ops & technology, and skill development training. 

An experienced Generalist and Business Partner who understands how to navigate the complexity of a dynamic and growing business in an environment with rapidly evolving teams, will be crucial for our long term success.  Our team shepherds change while creating stability for our teams.  We help ensure priorities and initiatives are evaluated by the value-add and impact to our people as well as identifying solutions that are scalable and sustainable.

RESPONSIBILITIES

TALENT ACQUISITION:

Partner with Talent Acquisition team in the full cycle recruitment process:

• Participate in the initial intake with TA & hiring manager
• Provide thought partnership on how the role should be filled and how the team will evolve
• Ensure requisition and job descriptions are created/updated
• Participate in the interview process
• Conduct exploratory interviews to help build candidate sourcing pool for future needs
• Lead the compensation proposal process
• Lead process if an internal promotion or transfer
• Champion in building a talent pipeline to ensure a consistent flow of candidates for key positions

TALENT MANAGEMENT:

• Coach and advise leadership on performance management conversations and documentation.
• Employee relations: Recommend appropriate action to maintain healthy work environment.
• Ownership & oversight of respective population headcount & staff costs budget, staffing requisition process, and maintenance of organizational charts for HQ.
• Manage employee outboarding and exit process
• Contribute to the creation/maintenance of HR Dashboard & metrics
• Draw conclusions and recommendations based on trends of HR data points

TALENT DEVELOPMENT:

• Proactively meet with employee population to maintain a pulse on the business and the impacts to our talent, to then make recommendations or raise concerns as appropriate.
• Help coach, create and design content of performance reviews, objectives and developmental stretch assignments in alignment with goals of company and aspirations of employees.
• In collaboration with Talent Development, assist with facilitation of training related to various needs.
• Oversee onboarding process for new employees: set-up request, welcome announcement, on-boarding plan, induction, 90-day review, etc. – ensuring the best new employee experience.
• Responsible for the annual performance review process and 30/60-day review process.

HR OPERATIONS & PROJECT MANAGEMENT:

• Proactively and strategically make recommendations related to processes, programs, etc.
• Assists in the development and administration of all other projects, programs, procedures and guidelines aimed at aligning the workforce with strategic goals of the department and company
• Partner with Office Services team on employee-focused initiatives regarding activities, events, and day-to-day projects
• Participate, ideate and coordinate employee engagement events and in-house programs

HR ADMINISTRATION:

• Ownership/maintenance of new hires and/or employee changes in HRIS & LVMH Talent system.
• Liaison to Payroll and communicate any changes and updates.
• Maintain accurate employee files in compliance with state and federal guidelines
• Work with third party vendor on Worker’s Compensation, Short Term Disability, Long Term Disability and Family Leave claims.
• Interface with Immigration Lawyer on all visa related matters for nonresident hires
• Interface with A/P, A/R and IT departments on all related issues
• Maintain appropriate knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partner with legal department as needed. Accountable for all HR administration ensuring compliance with legal guidelines.
• Provide HR policy guidance and interpretation.

What you will learn (and/or achieve) in the first 6 months:

• Build credibility and trust among employees at all levels of the organization
• Identify key aspects of the organization’s culture—and understand the employee experience
• Foster an inclusive work environment that seeks input and values diverse contributions and perspectives

What you will achieve in 12 months:

• Design and implement company initiatives that promote a positive and productive work environment
• Support and provide recommendations to enhance the Onboarding and Employee Engagement strategy
• Develop and execute on talent management strategies to support team growth and individual development plans