Human Resources Director

At Richemont  Americas, 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.

Human Resources Director

Richemont | Dallas, TX

 

OVERVIEW

 

The Human Resources Director strategically enhances the people function for Dallas, supporting 500+ team members. This role is critical to building and improving a culture that reduces turnover, increased engagement, fostering an environment for talent succession & mobility opportunities, playing a critical role in workforce management and employee relations, while leveraging relationships with COE’s to ensure our future organization is optimized.

 

KEY RESPONSIBILITIES

 

Strategic HR Leadership:

 

• Serve as a trusted advisor and partner to all employee groups, inclusive of Senior leaders, understanding their business needs and providing HR insights and solutions.
• Strategize & collaborate with Senior leaders to develop and execute workforce plans, including talent acquisition, succession planning, and retention strategies.
• Provide guidance on organizational design, change management, and driving cultural transformation initiatives.

• Liase with the HR Centers of Expertise; including Talent, Total Rewards, Learning and Development, Employee Relations, Internal Communications, and HR Operations to drive the accomplishment of each Function’s people-related goals and priorities.
• Build and sustain collaborative partnerships with the Region’s HR Leadership Team to drive consistency and operational efficiency, and share best practices.

 

Employee Relations and Performance Management:

 

• Strategize and implement programs designed to enhance employee performance, build engagement, and reduce turnover.
• Collaborate with Learning and Development to plan and implement a performance management strategy across the Functions teams that aligns with Group and Region guidelines and priorities to optimize employee performance.

• Promote Richemont’s My Performance Journey (MPJ) philosophy, supporting managers and employees in executing annual MPJ processes.
• Partner with Employee Relations and Legal teams to manage employee performance issues by conducting investigations, resolving disagreements and disputes, leading termination processes, and supporting the company in any litigation proceedings, as necessary.  
• Coach and guide people leaders on all aspects of employee relations to continually drive individual and team performance.

 

 

Talent Management:

 

• Partner with hiring managers and the Talent team to ensure effective recruitment strategies, sourcing methods, and candidate selection processes are developed.
• Drive talent management initiatives, including performance calibration, talent reviews, and succession planning.
• Partner with Talent Partner/TMD to implement programs to attract, develop, and retain top talent, fostering a high-performance culture, while promoting a strong employer branding proposition for Dallas.

• Drive the annual People Review  and Career Committee processes for Dallas.

 

HR Analytics and Metrics:

 

• Utilize HR analytics and data-driven insights to assess HR effectiveness and drive data-informed decision-making.
• Develop and monitor key HR metrics and dashboards to track HR initiatives, identify trends, and make strategic recommendations.
• Conduct data analysis to identify patterns, trends, and opportunities for improvement in HR processes and practices.

 

Total Rewards:

 

• In collaboration with the Total Rewards team, oversee the compensation planning and salary review process for Dallas employees.
• Leverage Total Rewards team to ensure we are utilizing competitive benchmarking and providing internal employees with attractive benefit and wellness offerings.

• Develop and implement appropriate compensation and bonus strategies based on business objectives and financial achievements in the Region.
• Partner with RNA Functions leadership and HR leaders to approve and execute employee status changes (e.g. promotions, salary increases, off-cycle bonuses, etc.).

 

Learning & Development:

 

 

• Drive excellence through partnership on individual training or coaching needs to enhance expertise and management competencies for all Dallas leade