HR Coordinator F&A

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values ​​of our Houses, through a process of permanent creativity.

At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.

HR Coordinator

Fashion & Acessories | New York, NY

Reports to: Senior Manager, HR

Role Overview

The HR Coordinator will support the Fashion and Accessories for North America which includes Montblanc, Chloé, Dunhill, Delvaux, and Alaïa.

Reporting to the Senior HR Manager, HRBP, the HR Coordinator works collaboratively with business, HR Team of F&A and liaises with the Richemont Americas HR Centers of Expertise to coordinate and manage initiatives related to Recruitment and Talent Development; Total Rewards; Learning and Development; Employee Relations; HR Operations; and Internal Communications.

This role requires knowledge and experience across all HR functions to assist in enhancing business performance through employee engagement, organizational design, retention and succession planning, skill building, change management, and process improvement.

Responsibilities

Talent Management & Organizational Development:

• Liaise with the Learning & Development team to ensure that training programs and learning opportunities are available and designed to meet the needs of the teams.
• Partner with HR Directors to support in addressing performance management and employee relations issues, ensuring adherence to the company’s established behavioral coaching processes and policies.
• Contribute to workplace investigations; providing research, insight, scheduling interviews  for HR Director and HR Manager, and reviewing recommendations to fairly and consistently apply policies, laws, and regulations.

Recruitment:

• Assist with external agencies, hiring managers, and the Talent team to ensure complete and proper execution of full lifecycle recruitment activities.
• Assist with the open jobs report and weekly communication with the Talent team to maintain alignment on talent acquisition status and priorities.
• Manage administrative tasks related to recruitment, including but not limited to, creating positions, job descriptions and sending for job postings.

Performance Management:

• Support HR leads with updating our internal platform with results of Career committees with all brands.
• Maintain tracker for all Performance management and development follow up activity (i.e. PIPs, corrective actions, training, coaching, internal talent pool etc...)

Employee Benefits:

• Maintain ongoing knowledge of the company’s benefits programs, eligibility requirements, enrollment processes, etc. to support employees with participation in and management of their employee benefits.
• Partner with the Benefits team to assist with the administrative process of leaves of absence.
• Assist with serving as the primary point of contact for new employee questions and support.

HR Systems and Processes:

• Updates Associate information (e.g., terminations,status changes, reporting structurein HRIS and other systems and maintains employee-related files
• Maintains administrative duties related to accurate people data for expens
• allocation and reporting purposes
• Generates reports from HRIS as needed or requested, converting to excel
• Support in the analysis of data from various reports, extrapolating relevant data for       the business

Qualifications

• Minimum 2 years of experience in the Human Resources field with related experience.
• College Degree in related field such as Human Resources, Psychology and/or Business Administration.
• General knowledge of U.S. employment law is essential.
• Proficiency in Workday and Microsoft Suite required.
• Retail industry experience preferred.
• Excellent written and verbal communication skills.
• Strong interpersonal skills i