Human Resources Manager – Metro New York
At Cartier North America, we are proud to employ talent from many different backgrounds, experiences, and identities. We believe that when diversity and inclusion are fully embraced and empowered, creativity and knowledge emerge to deliver excellence. We continue to work towards creating a workforce that represents the diversity of our clients and our communities.
This is not a remote position and is located at the Cartier NA offices New York City with expected visibility within the NY boutiques 4 days per week, minimum.
The HR Manager will support the New York Metro area covering all our boutiques which includes the iconic Mansion Boutique, and Hudson Yards and Soho. You will play a role in the recruitment, growth, and development of over 150 luxury retail employees within the Metro area. The HR Manager will work closely with the respective leadership team and human resources team to help develop and implement people strategies to enhance business each boutiques performance and meet strategic business objectives through organization design, learning and development, performance management, career, and succession planning.
- Full HR day to day support, performance, and employee relations management, interviewing prospective candidates, identifying, and sharing insights to increase organizational efficiency and effectiveness, and support in managing key HR processes such as annual compensation process, Talent, and Org reviews.
- Oversees employee performance management from ER & investigations to employee concerns within the dedicated client group in partnership with HRBP
- Supports in the design, implementation and follow up of employee Performance Improvement Plans (PIP) following annual reviews or isolated performance issues, ensuring PIP’s are SMART in objectives and fair
- First point of reference for employee relation issues relating to conduct, ability to resolve mild infractions and escalate more complex issues
- Support leadership to drive core competencies of expected KPI’s, behaviors and identify gaps
- Conducts new hire check in’s, employee roundtables & exit interviews
- Drive local compliance within operational delivery with key leaders from internal protocol to external legal requirements. Identify gaps and risk and report
- Supports, guides and coaches’ managers on policy direction and implementation
- Advise leadership team on basic principles of local labor law and highlight risk where appropriate.
- Holds daily check-ins with business leaders to provide HRBP strategic workforce planning: talent opportunities + planning within the department, provide leaders with coaching recommendations to improve overall team performance
- Attend leadership meetings and contribute with a clear HR Agenda
- Drive review, strategy, and follow up initiatives from biannual employee surveys and DEI initiatives
- Provides coaching and guidance to employees on all employment matters
- Partner with Hiring Managers & TA in attracting and hiring candidates whose competencies and experience supports the business needs and evolution of the skills & competencies required.
- Animate data analytics in partnership with coordinator to provide regular updates around HR metrics.
- Oversees the visa and relocations process for client group in partnership with Corp
- Leads the headcount planning process for client group, ensuring review, collection and obtain finalized HC requests each quarter.
- Partner with L&D to highlight gaps and opportunities within the business by advising of training concepts/interventions required and set requirements of expected ROI
- Provides support to the HR Director in implementing new programs and initiatives that will continue to develop employees and contribute positively to the culture and employee engagement
- Collaborate with key partners in Learning & Transformation, Compensation, Benefits & Legal to ensure key HR deliverables are met
- Partner closely with COEs to improve HR Efficiencies and ways of working. Identifies key opportunities and develops solutions to address for improvements within the region
- Collaborates with key leaders from the business in the implementation of employee events and awards (Carat Club, Service Anniversaries)
- Lead national change management programs locally with respective line manager.
- Partner with employees at all levels across the region to better understand and incorporate their needs into training, career-pathing, and development initiatives
- With strong collaboration amongst full Commercial HR team, provide ongoing region insights to help inform our holistic HR Commercial priorities roadmap and people planning.
- Effective partnerships with leaders and employees to develop thoughtful people strategies focusing on talent acquisition, talent management and development, career and succession planning, training/ upskilling plans, engagement, recognition and fostering an inclusive culture
- Proactive in sharing insights to increase organizational efficiency and effectiveness
- Managing key HR processes such as annual compensation process, Talent, and Org reviews.
- Provide guidance to all managers throughout the Performance Management Process
- Key lead on Talent review process in facilitating meetings, adding input based on knowledge of employee and business, and compiling and putting together presentations for review with Executive team
QUALIFICATIONS
- A minimum of 5 years of experience in Human Resources management, with skills in high volume employee relations, talent management, recruiting, and performance management.
- Knowledge of US and NY state employment laws.
- Agile approach to people concepts and business strategy
- Demonstrated effectiveness in identifying needs, developing action plans and executing deliverables and presenting outcomes and recommendations.
- College degree in a related area, MBA or master’s preferred.
- Experience within a talent role with an organization known for successful talent management is ideal.
- Strong interpersonal and consulting skills in dealing with employees at all levels of the organization, including leadership, influencing and relationship-building across functions.
- Experience coaching mid or senior-level leaders to improve leadership performance. Strong negotiating and conflict resolution skills.
- Strong verbal and written communications skills.
- Strong systems skills including competency in SAP Human Resources and Microsoft Excel
- Must possess strong leadership and customer service skills.
- Retail experience a “plus”.
Expected base salary range: $110,000-$125,000
Salary will be negotiated based on relevant skills and experience
Learn more about life at Cartier
www.careers.cartier.com
Richemont owns several of the world’s leading companies in the field of luxury goods, with particular strengths in
jewellery, watches and writing instruments. Cartier joined the Group in 1988.
Learn more about the Group Richemont