LVMH Fashion Group, Human Resources Director (Marc Jacobs)

LVMH luxury fashion HR

日本, 東京都

正社員

8748 | LVMH Japan Group | 投稿 2024/07/09

応募友人に送信

概要

・Partner with General Manager of the company and other Executive Committee Members to achieve business goals.
・Effectively plan, develop and execute Human Resource-related initiatives and practices to achieve business goals by continuously liaising with HQ HR team and LVMH HR community in Japan.
・Act as Executive Committee Member by Identifying opportunities for improvement and resolving any discrepancies in the organization for the entire organization not limited to HR area.

スキル・資格

Experience:
Broad knowledge and experience in overall HR activities (as indicated in this JD) at least 5 years.
Experience in Head of HR position and performing as a progressive member of the executive management team.
B to C business experience is preferable, Retail experience is not a must.

Competency:
・Organizational Agility: Get things done across boundaries by building constrictive and effective relationship. Experienced and Knowledgeable about how organization work.
・Strategic Agility: Ability to see an accurate picture of the entire business from helicopter view. Manage good balance between anticipating future consequences/trends and day-to-day details.
・Interpersonal and Communication: Get massages across that have the desired effect in both Japanese and English
・Problem Solving: Define and analyze, solve the problem with effective/creative solutions timely and proactively. Able to see/identify hidden problems/issues.
・Dealing with ambiguity: Able to cope with the change effectively and decide and proceed without having the total picture
・Conflict Management: Steps up to conflicts, seeing them as opportunities. Drive for a solution.

業務内容

General Human Resources:
・Review and update HR Related standards, policies, and programs in accordance with business needs and governmental laws and regulations
・Retail: Focus on Store Productivity for an improvement by managing and utilizing Retail related data (HC/FTE)
・Retail: Create an environment that retail staff can work with high-level of motivation by initiating clear goal setting (KPIs, Incentive Target etc )
・Develops and monitors an annual budget for both Office and Retail Store, Headcount and HR budget including labor cost and other HR cost such as office administration.
・Prepare and be responsible for monthly/annual/adhoc reports to HQ, LVMH Group
・Maintain and keep updated HRIS (Local and Group HR Database, Time Management System, and others and its data) , and upgrade if necessary
・Supervise payroll process managed by Shared Service within the group
・Act as HR main contact on Internal/External Audit on annual or adhoc basis
・Leads company compliance with all existing governmental and labor legal requirements
・Ensure the working environment in terms of health and safety, including risk management and ERP (emergency response plan)

Talent Development/Acquisition:
・Develop recruiting strategies to meet business needs and oversea full cycle recruiting
・Fill vacant position with the right candidates with the right skill sets in timely manner
・Establish various recruiting platform/channels to build strong candidate pipelines

Compensation & Benefit:
・Review and update the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.

Employee Relationship:
・Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
・Manage employee communication and feedback to study current overall needs and issues in both attracting and retaining the best talents through such as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
・Resolve various HR related issues within the organization.

Organization Development and Performance Management:
・Lead effective Performance Management Review (PCR), talent assessment/succession planning (OMR: Organization Management Review), Individual Compensation Review (ICR)
・Evaluate current organization based on current/future business and drive transformation as necessary
・Monitors the implementation of a performance improvement process with non-performing employees.

Training and Development:
・Devise organizational training strategy, oversee its implementation and assess its outcomes.
・Office: Plan induction training for newly hire employee and draw an overall or individualized training and development plan those addresses needs and expectations
・Retail: Work closely with Retail Team for ensure smooth on-boarding process and support necessary training delivery.

勤務地情報